People Manager, MEP Design

DLB Associates is a premier engineering and consulting firm specializing in innovative solutions. The People Manager, MEP Design is responsible for managing and developing a cross-discipline MEP design team, focusing on fostering a strong remote team culture and supporting the growth of early-career talent.

Responsibilities:

• Provide direct day-to-day people management for a cross-discipline MEP design team spanning entry-level employees and those at the level immediately above
• Establish and maintain a 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; maintain a 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; actively connect people 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
• Lead all performance review cycles for direct reports, including goal-setting, mid-year check-ins, and annual evaluations; provide substantive, actionable feedback grounded in observed behavior and outcomes
• Identify performance 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; provide technically credible guidance without taking on a practitioner role
• Recognize and celebrate strong performance; ensure high contributors feel seen and are positioned for advancement in line with DLB career pathways
• Proactively identify signals of disengagement, burnout, or unmet development needs; address them with empathy and appropriate urgency before they escalate
• 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 and maintain team-level workflows, communication norms, and operating practices that support consistent quality and timely delivery in a fully remote environment
• Identify and 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
• Partner with HR and People Development on talent strategy for the MEP Design team, including hiring, succession planning, and early-career pipeline development
• Collaborate with other Design department managers and discipline leads to share best practices, align on cross-team norms, and support a 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; represent the needs, challenges, and development trajectories of direct reports
• Maintain accurate and up-to-date records related to team headcount, performance documentation, and development plans; ensure timely completion of HR-required processes and reporting

Requirements:

• Demonstrated track record of 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, maintain visibility 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 to operate independently 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 with appropriate tone across a team at varying levels of experience, as well as with peers and senior leadership
• Ability to leverage AI and technology tools to support team coordination, development tracking, and communication workflows
• Bachelor's degree in Mechanical Engineering, Electrical Engineering, Architectural Engineering, Building Systems, or a related technical field
• OR Associate's degree or equivalent with demonstrated MEP industry experience at a level sufficient to credibly support and evaluate cross-discipline MEP design work
• 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; demonstrated ability to maintain team 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