Employee Trainer - New Hire Onboarding & Culture Development

Position Title:Employee Trainer - New Hire Onboarding & Culture Development

Position Location:Hybrid – DLB-LAB at Bell Works, Holmdel, NJ (primary); remote on non-training days

SALARY

DLB recognizes salary ranges from jobboardsdo not necessarily reflect our pay ranges. In many instances we out-compete those ranges for well-qualified candidates.

JOB SUMMARY

TheEmployee Trainer - New Hire Onboarding & Culture Developmentwill communicate andoperatein alignment with DLB's organizational goals and values, as well as departmentalobjectivesset by Design leadership.

The Employee Trainer – New Hire Onboarding & Culture Developmentis responsible fordelivering a consistent, engaging, and high-quality onboarding experience for every new hire joiningDLBAssociates’ Design Department. Based primarily at the DLB-LAB in Bell Works, Holmdel, NJ, this individual serves as the face of DLB culture during a new employee's most critical first months. Theyfacilitatemulti-day in-person orientation sessions, build cohort community among new hires, serve as a sustained resource throughout each employee's first year, and act as the key liaison between DLB's department-level onboarding program and corporate-level training initiatives.

The ideal candidate is an energetic, highly organized communicator who is passionate aboutpeopledevelopment, thrives in front of a room, and is committed to fully learning and authenticallyrepresentingthe DLB way of working. Experience in education or professional training is strongly preferred.

This person will be self-directed on day-to-day work and independently perform all responsibilities. Will lead multiple training programs and onboarding initiatives of moderate complexity. Develops andmaintainsonboarding standards, content, and procedures.

The Employee Trainer – New Hire Onboarding & Culture Development will communicate andoperatein line with organizational goals and values, as well as departmentalobjectives.

ESSENTIAL FUNCTIONS

New Hire Onboarding &Orientation(40%)

• Facilitate multi-day, in-person new hire orientation sessions at the DLB-LAB (Bell Works), delivering non-technical content across all cohort groups throughout the year.

• Deliver sessions covering DLB culture, company values, operating norms, communication standards, tools, and expectations with deep, authentic knowledge of each topic.

• Coordinate sessionlogisticsincluding scheduling, room setup, AV equipment, presenter management, screen and workstation protocols, and participant communications.

• Manage cohortsizeto maximize engagement and learning quality;maintaintarget group sizes per session and coordinate overflow or alternative dates as needed.

• Issue and manage cohort virtual communication channels to foster peer connections that outlast orientation week; actively encourage cohort community-building.

• Ensure all participants are properly prepared for each session day (logistics, travel guidance, schedule distribution, pre-reads).

• Enforce LAB norms during sessions (workstation locking, presenter movement, acoustic awareness) and coach presenters on room engagement best practices.

New Hire Follow-Up & Ongoing Support(25%)

• Conduct regular one-on-one check-in meetings with new hires throughout their first year, ensuring they feel supported and connected to DLB culture and resources.

• Identifyand escalate early signals of disengagement, role confusion, or unmet development needs to appropriate managers or People Development leadership.

• Distribute and walk new hires through DLB culture 30/60/90-day development guides; use these as conversation tools to gauge onboarding progress not as self-assessment forms.

• Track onboarding participation and completion across all cohorts;maintainaccuraterecords and provide regular status reports to leadership.

• Field questions from new hiresregardingcompany processes, training resources, and team connections; direct them toappropriate subjectmatter experts as needed.

Training Content & Program Development(20%)

• Continuously learn and internalize DLB's culture, operating model, tools, and technical vocabulary so that training delivery is knowledgeable, credible, and genuine; not simply slide-reading.

• Collaborate with subject matter experts, department leaders, and the People Development team to keep orientation content current, relevant, and aligned with company evolution.

• Identifycontent gaps or outdated material in orientation sessions and recommend updates;assistin revising andmaintainingtraining decks, guides, and reference materials.

• Support the development and refinement of the DLB Boot Camp program for entry-level and intern cohorts, including agenda development, rotation checklists, and end-of-rotation documentation.

• Assistin updating DLB culture 30/60/90-day onboarding guides to ensure they reflect current tools, programs, and expectations.

• Support the department’s trade team leadershipwithdeveloping and administering technical training.

Corporate TrainingLiaison& Coordination(10%)

• Serve as the coordination point between DLB department-level onboarding and DLB corporate training;identifyareas of overlap, redundancy, and complement to avoid unnecessary repetition.

• Communicate corporate training schedules and requirements to new hires; help integrate corporate training into the broader onboarding timeline.

• Participate in training-related meetings with People Development leadership, HR, and department stakeholders to align approaches and share feedback.

Administrative& Scheduling Coordination(5%)