DLB Associates is a premier engineering and consulting firm specializing in innovative, mission-critical solutions across hyperscale data centers, advanced infrastructure, and high-performance building systems. With over four decades of expertise, we partner with some of the world’s most influential companies to design and optimize environments that demand precision, scalability, and resilience.

Join us and be part of a team where your voice matters, your work makes an impact, and your growth is a shared priority.

Position Title: Onboarding Manager 

Position Location: Remote - work virtually from anywhere in the United States 

Salary

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

Job Summary 

The Onboarding Manager is a seasoned professional responsible for managing, optimizing, and continuously improving DLB's employee onboarding programs, systems, and processes. This position serves as the primary owner of the onboarding function, ensuring consistent, efficient, and engaging experience for all new hires while supporting organizational growth and operational excellence. 

The Onboarding Manager partners closely with Human Resources, Talent Acquisition, Operations, Hiring Managers, Information Technology, and departmental leadership to oversee onboarding execution, maintain program effectiveness, monitor performance metrics, and identify opportunities for process enhancement. This role evaluates existing onboarding workflows, drives continuous improvement initiatives, manages onboarding technologies and resources, and ensures alignment with organizational goals, compliance requirements, and employee experience objectives. 

The Onboarding Manager will be self-directed on day-to-day work and receives high level instruction on new projects, tasks or assignments. Will execute and lead teams and projects, tasks or assignments of complex scope.  May coordinate activities of other personnel. 

This person will communicate and operate in line with organizational goals and values, as well as departmental objectives.  

Essential Functions

Onboarding Program Ownership & Continuous Improvement 

• Manage and maintain the organization's onboarding programs, systems, workflows, and resources. 

• Evaluate onboarding effectiveness through employee feedback, retention metrics, engagement data, and stakeholder input. 

• Identify process inefficiencies and implement improvements that enhance employee experience, operational efficiency, and organizational consistency. 

• Serve as the subject matter expert for onboarding processes, systems, and best practices. 

• Ensure onboarding programs remain aligned with organizational objectives, workforce needs, and company culture. 

• Manage onboarding-related technology platforms, documentation repositories, workflows, and reporting tools. 

• Lead continuous improvement initiatives and automation efforts to increase scalability and efficiency. 

• Establish and monitor key performance indicators (KPIs) to measure onboarding effectiveness and business impact. 

Employee Experience & Integration 

• Serve as a culture ambassador, ensuring onboarding experiences reflect company values, operating principles, communication standards and commitment to being easy to do business with. 

• Oversee the end-to-end onboarding experience from offer acceptance through successful integration into the organization. 

• Ensure all onboarding activities are completed accurately, consistently, and within established timelines. 

• Monitor employee onboarding milestones and identify opportunities to improve engagement, productivity, and retention. 

• Support the development of positive first impressions and meaningful employee connections throughout the onboarding process. 

• Serve as a primary escalation point for onboarding-related questions, concerns, and process issues. 

Cross-Functional Coordination 

• Partner with Hiring Managers to ensure onboarding activities support department-specific needs and performance expectations. 

• Coordinate with Human Resources, Information Technology, Payroll, Security, Facilities, and Operations to ensure onboarding readiness. 

• Support a diverse workforce spanning multiple business units, disciplines, operational teams, and geographic locations. 

• Ensure required equipment, systems access, training assignments, and documentation are completed before employee start dates. 

• Facilitate communication and collaboration among stakeholders to deliver a seamless onboarding experience. 

Systems Administration & Process Governance 

• Manage onboarding workflows within Rippling HRIS, applicant tracking systems, learning management systems, and related platforms. 

• Monitor system performance and recommend technology enhancements to improve efficiency and user experience. 

• Maintain onboarding documentation, templates, standard operating procedures, and process maps. 

• Ensure process consistency and adherence across all business units and departments. 

Team Leadership & Development 

• Directly supervise and develop a team of Onboarding Specialists.  

• Establish performance expectations, service standards, and accountability measures.  

• Provide coaching, mentorship, training, and career development support.  

• Conduct workload planning and resource allocation.  

• Foster a culture of responsiveness, operational excellence, collaboration, and continuous improvement. 

Reporting, Analytics & Performance Management 

• Develop and maintain onboarding dashboards, reports, and performance metrics. 

• Analyze onboarding data to identify trends, risks, and opportunities for improvement. 

• Present onboarding performance updates and recommendations to leadership. 

• Utilize data-driven decision-making to support workforce planning, employee engagement, and retention initiatives.  

Training & Knowledge Management 

• Maintain onboarding resources, guides, presentations, and training materials. 

• Partner with subject matter experts to ensure onboarding content remains current and effective. 

• Support managers and stakeholders with onboarding best practices and process education. 

• Facilitate onboarding-related training sessions as needed. 

Technology, Digital Tools & AI-Enabled Efficiency 

• Leverage AI-enabled and digital tools to enhance efficiency, reduce manual effort, and support consistent, high-quality work output. 

• Identify opportunities to improve processes and demonstrate a continuous learning mindset, seeking out new technologies, skills, and methods that elevate individual and team performance. 

• Adapt to emerging technologies and evolving digital workflows, actively supporting the integration and adoption of innovative tools across the organization. 

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) 

• Strong knowledge of onboarding operations, employee lifecycle processes, talent management, and employee engagement practices. 

• Advanced knowledge of HRIS platforms, preferably Rippling, including onboarding workflows, employee lifecycle administration, reporting, workflow automation, integrations, and employee experience technologies.  

• Knowledge of employment laws, compliance requirements, and HR best practices. 

• Knowledge of remote workforce onboarding, employee integration, and workforce connectivity practices. 

• Demonstrated commitment to delivering exceptional internal customer service and creating positive employee experiences. 

• Demonstrated leadership experience managing programs, projects, and cross-functional initiatives. 

• Strong understanding of process improvement methodologies and operational excellence principles. 

• Skilled in stakeholder management and relationship building across all organizational levels. 

• Skilled in analyzing onboarding metrics and leveraging data to drive process improvements. 

• Skilled in developing reports, dashboards, presentations, and executive-level communications. 

• Skilled in identifying operational inefficiencies and implementing scalable solutions. 

• Skilled in project management, scheduling, and organizational planning. 

• Skilled in completing assignments accurately and with attention to detail. 

• Exceptional written and verbal communication skills. 

• Skilled at using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), along with exceptional organizational skills for file management. 

• Ability to leverage technology to improve operational efficiency, enhance employee experience, and support organizational growth and scalability. 

• Ability to leverage AI and emerging technologies to streamline workflows, optimize operational processes, and contribute to company-wide innovation. 

• Ability to manage multiple priorities while maintaining high levels of service and responsiveness. 

• Ability to work independently and collaboratively with remote and onsite team members. 

• Ability to build trust and credibility through responsiveness, professionalism, and follow-through. 

• Ability to create welcoming, engaging, and employee-centered onboarding experiences. 

• Ability to communicate clearly, proactively and professionally with employees, managers, executives, and external stakeholders. 

• Ability to analyze complex information and develop plans to address identified issues. 

Physical Demands   

The following physical demands must be met by the employee to successfully perform the essential functions of this job.  Reasonable accommodations may 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 

Travel / Relocation Requirements 

• Up to 5%, this may include travel to any or all 50 US states  

• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc. 

• Travel may involve transportation by car or plane depending on the destination and nature of business needs. 

Education / Experience Requirements 

• Bachelor’s degree in human resources, business or related field  

PLUS 

• Minimum of eight years of additional related experience in onboarding operations, employee experience, human resources, workforce programs, process improvement, or related disciplines, including demonstrated experience leading cross-functional initiatives and operational improvement efforts. 

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.

Are you ready to challenge yourself and redefine standards in the AEC industry? Apply now and join our award-winning team!​

​NOTICE TO THIRD PARTY AGENCIES:

DLB does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to DLB in the absence of a signed Service Agreement where DLB has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of DLB and DLB will have the right to hire that candidate without reservation – no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.