People Manager, MEP Design

DLB Associates; United States; Remote; USD 90,000 - 140,000; Full time

Benefits offered by this job

Comprehensive medical plans

401k with company match

PTO and paid parental leave

Job summary

DLB Associates is seeking a remote People Manager, MEP Design to lead a cross-discipline team spanning mechanical, electrical, and plumbing disciplines. The role emphasizes growth of early-career staff and building a high-performing, cohesive team across time zones.

The ideal candidate is a strong people leader with substantial MEP background who can guide, coach, and evaluate work without performing the technical tasks themselves. Fully remote work from anywhere in the United States.

Qualifications

• Proven track record of managing early-career talent.
• Substantial background in MEP design to evaluate work without practitioner role.
• Strong remote leadership and communication skills.

Responsibilities

• Lead day-to-day people management for a cross-discipline MEP design team.
• Establish remote team culture grounded in accountability and safety.
• Develop individual growth plans and conduct regular 1:1s.
• Oversee performance reviews and provide actionable feedback.
• Refine onboarding and team workflows for remote delivery.

Skills

People management

Leadership

Coaching & feedback

Remote team building

Strong communications

Education

Bachelor's degree in a technical field

MEP design experience optional

Tools

Microsoft Teams

Outlook

Job description

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; elevate 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 elevate

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; elevate 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.

POSITION REQUIREMENTS (ADVANCED LEVEL FOR ALL THE FOLLOWING)

• Demonstratedtrack recordof effective people management, including direct experience leading, developing, and evaluating employees at the early-career stage

• Substantive background in MEP design (mechanical, electrical, and/or plumbing disciplines) sufficient to evaluate work quality, communicate credibly with technical staff, and contextualize development feedback without performing technical work directly

• Skilled at building and sustaining high-trust relationships in a fully remote environment; proven ability to foster team cohesion,maintainvisibility into team dynamics, and keep distributed employees engaged and connected

• Strong coaching and feedback skills; able to deliver direct, developmentally oriented feedback across a range of performance levels and learning styles, including early-career employees who may be receiving structured feedback for the first time

• Highly organized with the ability to manage individual development plans, team workflows, and administrative responsibilities across a cross-discipline team simultaneously

• Proficient in Microsoft Teams, Outlook, and other collaboration tools used to coordinate and communicate effectively across a distributed workforce

• Ability tooperateindependently on day-to-day responsibilities while escalating strategic decisions and complex people matters to HR and department leadership appropriately

• Strong written and verbal communication skills; able to communicate clearly and withappropriate toneacross a team at varying levels of experience, as well as with peers and senior leadership

• Ability toleverageAI and technology tools to support team coordination, development tracking, and communication workflows

PHYSICAL DEMANDS

The following physical demands must be met by the employee to successfully perform the essential functions of this job.Reasonableaccommodationmay be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is

• Frequently required to remain in a stationary position.

• Frequently moving through office,facility, and other environments.

• On occasion, may move equipment weighing up to 25 pounds.

TRAVEL / RELOCATION REQUIREMENTS

• This position is fully remote; the employee may work from any location with a reliable internet connection and a professional, distraction-free home office setup

• Occasional travel to DLB office locations, team gatherings, or department events may berequired; frequency is expected to be limited

• Effective May 7, 2025, andin accordance withU.S. federal regulations for domestic air travel, a valid REAL ID (or an acceptable alternative, such as a passport) isrequiredfor any travel associated with this position. Travel is defined as physically leaving home on behalf of business activities including but not limited to meetings with employees, training events, and attending company or industry gatherings

EDUCATION / EXPERIENCE REQUIREMENTS

• Bachelor’s degree in Mechanical Engineering, Electrical Engineering, Architectural Engineering, Building Systems, or a related technical field

OR

• Associate’s degree or equivalent withdemonstratedMEP industry experience at a level sufficient to credibly support and evaluate cross-discipline MEP design work

PLUS

• Minimum of 5–7 years of progressive experience in MEP design or engineering, with at least 2–3 years in a formal people management role overseeing direct reports

• Prior experience managing in a fully remote environment preferred;demonstratedability tomaintainteam cohesion and performance without relying on in-person presence

• Experience leading cross-discipline or cross-functional teams a plus

• Experience in engineering, construction, mission-critical facilities, or related technical industries preferred

Benefits

DLB Associates offers a very competitive benefits package; highlights include

• Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option)
• Flex spending accounts (FSA)
• Dental and vision plans
• Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26
• 401k with company match and self-directed brokerage account option
• PTO including additional paid time off during the last week of the year
• Company paid life insurance coverage for employees and their eligible dependents
• Short and long-term disability, AD&D coverage
• Professional development opportunities, tuition reimbursement and professional licensing assistance
• Paid parental leave after one year of employment

CO, CA, IL, NY, WA, and Washington DC residents only: In accordance with CO, CA, IL, NY, WA, and Washington DC law, the range provided is DLB’s reasonable estimate of the base compensation for this role. The actual amount may differ based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location.

DLB Associates is an EEO/Affirmative Action Employer and participates in the E-Verify program with the Department of Homeland Security. We encourage diversity in our workforce.