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: Field Services Director – People & Leadership Development

Position Location: Remote - work from anywhere in the United States. Must be located near a major airport.

Travel Requirements: Up to 25% domestic travel; Must have a valid driver’s license and ability to rent vehicles

JOB SUMMARY

The Field Services Director – People & Leadership Development serves as the architect and steward of DLB’s leadership culture. This leader designs and drives programs that develop managers, strengthen engagement, and create clear, equitable career pathways across Field Services. The role focuses on talent growth, leadership capability, and the systems that support a high-performing, people-first culture.

The Field Services Director – People & Leadership Development will be self-directed on day-to-day work and independently perform most responsibilities. This role does not have direct reports at this time; the Director will be responsible for building and running the leadership development program independently, with direct reports expected to be added as the program scales. Will lead teams and projects or tasks of complex scope and broader programs. Will coordinate activities of other personnel. Assists in the development of policies and procedures.

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

ESSENTIAL FUNCTIONS

Leadership Development (35%)

• Design and deliver tiered manager development programs (L3–L7)
• Build mentoring and coaching structures that reinforce leadership accountability
• Create scalable learning experiences that build leadership capabilities and align with company values
• Lead manager cohorts and peer learning forums

Talent Growth & Career Pathing (25%)

• Publish and maintain clear role ladders and developmental milestones
• Work with managers and HR to identify high-potential employees
• Assist in building and implementing a clear talent development framework and career growth guide across the department

Employee Engagement & Culture (20%)

• Design engagement strategies to build retention and belonging
• Analyze feedback, drive action plans, and track engagement impact
• Coach leaders on how to give effective feedback and enhance team performance
• Provide in person and remote soft skill and leadership development training classes

Performance Enablement (10%)

• Strengthen feedback culture, goal setting, and performance review quality
• Coach managers through complex people situations
• Provide coaching and mentoring to identified high performing leaders

Leadership Data & Insights (10%)

• Use people analytics to identify development needs and talent trends
• Provide quarterly leadership scorecards and capability dashboards

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)

• Skilled in leadership and manager development principles, coaching frameworks, and scalable learning program design to build and sustain high-performing teams.
• Skilled in people analytics, with strong data literacy to translate insights into actionable development strategies.
• Skilled in senior-level people leadership within commissioning, construction, or mission-critical service environments (multi-team scope).
• Skilled in aligning workforce capability planning with leadership development and succession strategies.
• Skilled in interpersonal communication, facilitation, and relationship-building across all levels of the organization.
• Skilled in conducting pay-equity audits and establishing compensation guardrails with HR and Finance.
• Skilled in collaborating with senior leadership, executive teams, and cross-functional stakeholders to drive people strategy and culture initiatives.
• Skilled in reviewing and adjusting company-wide policies and procedures to support continuous improvement.
• Skilled in prioritizing people-development resources effectively to support leadership growth initiatives.
• Ability to align development strategies with organizational goals, ensuring leadership growth directly supports business performance and culture objectives.
• Ability to adapt to organizational change, evolving priorities, and dynamic project requirements.
• Ability to lead change management initiatives that foster innovation and continuous improvement.
• Ability to implement and leverage emerging technologies, including AI platforms, to enhance learning delivery, streamline workflows, and support innovation in people development.
• Self-starter who takes initiative and ownership of all related department activities, assignments, budgets, objectives, and strategic direction.

PHYSICAL DEMANDS

The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodation 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, facility and other environments
• On occasion the employee may need to move stationary items weighing up to 30 pounds

TRAVEL / RELOCATION REQUIREMENTS

• Must have a valid driver’s license and ability to rent vehicles
• Up to 25%, this may include travel to any or all 50 US states.
• Travel will primarily support hands-on training delivery, including in-person leadership and soft-skill training at job sites as well as remote/virtual classroom sessions, along with site visits to build relationships with field teams and gain firsthand knowledge of DLB’s business.
• Must be located near a major airport.
• Effective May 7, 2025, and in accordance with U.S. federal regulations for domestic air travel, a valid REAL ID (or an acceptable alternative, such as a passport) is required for travel associated with this position.
• Travel may involve transportation by car or plane depending on the destination and nature of the business need.
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meetings for business development purposes, running errands on behalf of the business, attending industry conferences, etc.
• Potential relocation opportunities may exist per project needs.

EDUCATION / EXPERIENCE REQUIREMENTS

• Bachelor’s degree in Engineering, Construction Management, Human Resources/Industrial Relations, Business Administration, or a related field.

OR

• Equivalent combination of education and experience demonstrating expertise in people leadership, manager development, and workforce capability within technical or field service environments.

PLUS

• Minimum of thirteen (13) years of progressive experience in leadership, people development, or operational management roles.
• Ten (10)+ years in people leadership, people development, or operational leadership roles with demonstrated success developing and mentoring field-based or multi-team technical staff.
• Three (3)+ years leading manager development programs, implementing scalable learning initiatives, or building leadership capability frameworks.
• Master’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or a related field, or a recognized certification in talent development or coaching (e.g., SHRM-SCP, ATD Certified Professional in Talent Development, ICF coaching credential), preferred.
• Experience within construction, commissioning, or manufacturing environments preferred.
• Experience implementing leadership development in a remote environment is 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.

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.