People Manager, MEP Design

Position Title:People Manager, MEP Design

Position Location:Remote -workvirtually fromanywhere in the United States

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

The People Manager, MEP Design is a senior-level people leader responsible for the day-to-day management, development, and engagement of a cross-discipline MEP design team. This fully remote role spans entry-level employees and those at the levelimmediatelyabove, with a clear mandate to grow early-career talent and build a high-performing, cohesive team across mechanical, electrical, and plumbing disciplines.

The ideal candidate brings a substantive MEP technical background that allows them to credibly support, guide, and evaluate the work of their team without being a practitioner themselves. They arefirst and foremosta people leader: someone who creates clarity, removes obstacles, and invests in the professional growth of those they manage. They are equally comfortable working asynchronously across time zones and proactively building the kind of team culture that thrives without daily in-person contact.

This personoperateswith significant autonomy, self-directs their day-to-day priorities, and leads multiple concurrentpeoplemanagement and team development workstreams of meaningful complexity. They develop andmaintainteam standards, workflows, and onboarding practices, and serve as a key voice in shaping howDLB'sDesign department scales its early-career talent pipeline.

The People Manager, MEPDesignwill communicate andoperatein alignment withDLB'sorganizational goals and values, as well as departmentalobjectivesset by Design leadership.

ESSENTIAL FUNCTIONS

Team Leadership & People Development(40%)

• Provide direct day-to-day people management for a cross-discipline MEP design team spanning entry-level employees and those at the levelimmediatelyabove

• Establish andmaintaina strong remote team culture grounded in accountability, psychological safety, and consistent communication ensuring team members feel connected and supported despite geographic distance

• Develop individualized growth plans for each direct report, with particular emphasis on accelerating the development of entry-level employees into higher levels of independent contribution

• Conduct regular one-on-one meetings with all direct reports;maintaina consistent cadence of structured check-ins, feedback conversations, and goal reviews throughout the year

• Serve as a primary advocate and resource for team members navigating DLB systems, processes, tools, and culture; activelyconnectpeople to the support and information they need

• Model DLB values and operating norms in all interactions; actively reinforce the behaviors and standards that reflect the DLB way of working

Performance Management & Coaching (25%)

• Lead all performance review cycles for direct reports, includinggoal-setting, mid-year check-ins, and annual evaluations; provide substantive, actionable feedback grounded in observed behavior and outcomes

• Identifyperformance concerns early; address them directly and constructively through coaching, clear expectation-setting, and documented follow-up; escalate to HR or department leadership when appropriate

• Leverage MEP technical background to evaluate the quality and appropriateness of direct reports' work product;providetechnically credible guidance without taking on a practitioner role

• Recognize and celebratestrong performance; ensure high contributors feel seen and are positioned for advancement in line with DLB career pathways

• Proactivelyidentifysignals of disengagement, burnout, or unmet development needs; address them with empathy andappropriate urgencybefore they escalate

Workflow Coordination & Project Oversight(20%)

• Monitor team workload distribution across cross-discipline MEP assignments; surface capacity constraints and coordinate with project leads and department leadership to ensure balanced, sustainable allocation

• Establish andmaintainteam-level workflows, communication norms, and operating practices that support consistent quality andtimelydelivery in a fully remote environment

• Identifyand remove process barriers that impede team productivity; escalate systemic issues to department or operations leadership with clear context and recommended solutions

• Own and continuously refine onboarding practices for new team members, ensuring entry-level employees are set up for early success with clear expectations, resources, and a supported ramp period

Cross-functional & Departmental Collaboration (10%)

• Partner with HR and People Development on talent strategy for the MEP Design team, including hiring, succession planning, and early-career pipeline development

• Collaboratewith other Design department managers and discipline leads tosharebest practices,align oncross-team norms, andsupporta consistent DLB employee experience regardless of location

• Participate in department-level planning conversations, providing the perspective of a front-line people manager with a cross-discipline MEP team;representthe needs, challenges, and development trajectories of direct reports

Administrative (5%)

• Maintainaccurateand up-to-date records related to team headcount, performance documentation, and development plans; ensuretimelycompletion of HR-required processes and reporting

Completion of Assigned Tasks and Deliverables on Time and on Budget

Performs Other Related Duties as Assigned.