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: Human Resources Business Partner, Shared Services

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 Human Resources Business Partner (HRBP) will serve as a trusted advisor and strategic partner to the Shared Services team (HR, Marketing, Finance IT, etc.) aligning people strategies with business goals and driving organizational effectiveness. This role will partner closely with leadership to deliver consistent solutions across talent management, workforce planning, employee relations, and organizational development to a multi-entity organization.

Operating in a fast-paced, results-driven environment, the Human Resources Business Partner (HRBP) will combine strategic insight with hands-on execution, leveraging HR metrics to inform decisions and deliver measurable business impact. The ideal candidate will be comfortable navigating change, influencing leaders, and supporting initiatives that enable DLB’s continued growth.

The Human Resources Business Partner (HRBP) is an experienced HR professional who thrives in a dynamic, fast-paced environment and can balance strategic priorities with hands-on execution. This role requires a highly agile, proactive, and organized individual who can effectively navigate evolving business needs while maintaining a strong focus on delivering results.

The Human Resources Business Partner must establish credibility and trust with leaders and employees by serving as a responsive, dependable, and strategic partner. Through proactive engagement, clear communication, and a strong understanding of the business, this individual fosters collaboration, influences decision-making, and helps drive organizational effectiveness.

Essential Functions

Operational HR & Compliance (40%)

• Serve as the primary HR point of contact for assigned departments, providing guidance and solutions on people-related matters.
• Support managers in implementing performance improvement plans and documenting employee relations matters.
• Maintain current knowledge of Employee Handbook, Operations Manual and Environmental Health & Safety Manual.
• Maintain compliance with employment laws, regulations, and internal policies.
• Ensure employment documentation and records are accurate, secure, and audit-ready.
• Recommend and implement process improvements that leverage automation and emerging technologies.

Strategic HR Partnership (35%)

• Partner with department leaders to develop and execute workforce strategies that support operational priorities and long-term objectives.
• Provide consultative guidance on organizational design, talent planning, and leadership development.
• Support change management initiatives, ensuring smooth transitions during organizational shifts and growth periods.
• Use HR data, analytics, and predictive insights to improve decision-making, retention, and performance outcomes.
• Work cross-functionally with internal partners to resolve HR matters and challenges.

Talent Development & Employee Engagement (25%)

• Champion a high-performance culture by implementing effective performance management processes and coaching leaders on feedback, goal setting, and career growth.
• Partner with managers to address employee relations issues, ensuring fair, consistent, and compliant resolutions.
• Collaborate with Learning & Development to create targeted training and leadership programs.
• Lead engagement strategies that enhance retention and strengthen employee connection in a remote-first organization.

Completion of Assigned Tasks and Deliverables on Time and on Budget

• Performs other related duties as assigned

Position Requirements

• Demonstrated ability to translate business objectives into HR strategies and deliver measurable results.
• Knowledge of impactful human resource processes and best practices.
• Strong analytical skills, with the ability to interpret data and provide actionable insights.
• Exceptional interpersonal and communication skills, with the ability to influence at all levels.
• Skilled in building trust, managing sensitive situations, and maintaining confidentiality.
• Proficient in Rippling or a similar HRIS, with the ability to optimize platform functionality for department needs.
• Intermediate skills using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), along with exceptional organizational skills for file management to support our software defined organization.
• Ability to work successfully in a remote, high-accountability environment with competing priorities.
• Ability to leverage AI and emerging technologies to streamline workflows, optimize operational processes, and contribute to company-wide innovation.
• Ability to work successfully in a remote environment through effective communication and organizational skills, self-motivation, proactiveness and resourcefulness.

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 home office

Travel Requirements

• Up to 10% as needed. 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

Education/Experience

• A Bachelor’s degree or equivalent years of relevant Human Resources experience.
• 5+ years of proven experience in a Human Resources Business Partner role with direct support to corporate functions or shared services business units. A recognized HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) or MS in Human Resources or Organizational Development is a plus.

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.