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: Program Manager of People
Position Location: Remote - work from anywhere in the United States. Must be located near a major airport.
Travel Requirements: Up to 50% domestic travel. Must have a valid driver’s license and ability to rent vehicles.
JOB SUMMARY
The Program Manager of People (PgM-People) is responsible for the utilization, readiness, development, and retention of the Field Services workforce. This role leads a team of Commissioning Resource Managers (CRMs), owns the supply-side workforce capacity signal that informs program resourcing decisions, and ensures the staffing pool remains capable, engaged, and productively deployed across all active programs.
The Program Manager of People partners directly with the PgM-Projects and PgM-Technical verticals and reports to the Associate Director, ensuring the AD receives accurate workforce visibility without being drawn into reactive staffing and personnel issues.
The Program Manager of People will convert tactical planning to tactical deployment / coordination to meet strategic objectives.
The Program Manager of People will be self-directed on day-to-day work and receive high level instruction on new projects or assignments. Will execute commissioning and lead project teams and projects of complex scope. Will 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
Utilization Monitoring & Supply-Side Forecasting (30%)
- Own the workforce supply signal across all pertinent programs: current headcount by role and level, capacity by availability window, and known constraints including PTO, home weeks, and new hire ramp timelines.
- Consolidate CRM utilization reports into a program-level workforce summary for the AD, including actual versus target utilization, four-week forecast, and underutilized staff with corrective action plans.
- Ensure available employee hours are communicated to PgM-Projects at least two weeks in advance to support demand-side labor planning.
- Coordinate monthly with PgM-Projects to compare supply signal against project demand signal; present combined analysis to the AD to support hiring, reallocation, or business development decisions.
- Escalate workforce capacity risks to the AD when gaps cannot be resolved at the PgM level.
CRM Leadership & Operating Standards (30%)
- Directly manage, mentor, and develop a team of Commissioning Resource Managers; ensure CRMs operate proactively as workforce managers rather than reactively as administrative coordinators.
- Conduct weekly check-ins with each CRM to review utilization status, coverage gaps, PTO conflicts, home-week coordination, new hire progress, and escalated employee issues.
- Hold CRMs accountable to consistent operating standards, including structured employee 1:1s at required cadence, active development plans, and timely reporting.
- Maintain CRM load discipline and recommend structural changes to CRM assignments as the workforce scales.
Workforce Health & Retention (20%)
- Monitor engagement, burnout risk, travel fatigue, and retention signals across the staffing pool through CRM reporting and direct field observation.
- Intervene directly when CRM-level actions are insufficient to resolve personnel issues; prevent people issues from becoming delivery disruptions.
- Conduct regular site visits to assess team morale, cultural health, and workforce conditions firsthand.
- Maintain awareness of individual employee situations that represent retention risk and develop proactive action plans in coordination with CRMs.
Talent Development & Promotion Governance (15%)
- Ensure consistent development planning and active training compliance across all employees in the staffing pool, in coordination with CRMs and PgM-Technical.
- Lead structured promotion readiness calibration across programs; validate CRM recommendations using multi-source input from PMs, Technical Leads, and field observation.
- Maintain consistent application of leveling standards across all programs; prevent title inflation and ensure advancement decisions reflect genuine capability progression.
- Identify employees approaching promotion readiness and initiate calibration discussions well in advance of review cycles.
Cross-Functional Coordination (5%)
- Partner with PgM-Projects to align on staffing effectiveness, PM performance input, and resource constraints affecting project delivery.
- Partner with PgM-Technical to align training priorities, communicate capability gaps affecting staffing readiness, and ensure development plans reflect technical requirements.
- Coordinate with the AD and recruiting team on open requisitions, hiring timelines, and onboarding readiness for incoming staff.
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)
- Knowledge of workforce utilization metrics, capacity forecasting, and staffing coordination.
- Ability to effectively coach, provide feedback, and have difficult-conversation capability.
- Skilled in high emotional intelligence and strong organizational awareness.
- Ability to operate effectively in a high growth, distributed, remote environment.
- Ability to leverage AI-enabled and digital tools to improve workforce visibility and reporting.
- Knowledge of electrical, mechanical, and controls system principles
- Skilled at using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), along with exceptional organizational skills for file management
- Skilled in completing assignments accurately and with attention to detail
- 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 in a distraction free workspace
- Ability to follow company and site safety requirements
- Ability to analyze and prepare documents, reports and correspondence
- Ability to communicate effectively in both oral and written form (technical and non-technical information)
- Ability to communicate effectively directly with clients and serve as primary point of client contact
- Ability to work successfully as a member of a team and independently with moderate supervision
- Ability to work under pressure and meet close deadlines
- Ability to effectively plan and delegate the work of others
- Ability to achieve certification for NFPA70E and / or OSHA training as / if required
- Organizational skills, with the ability to manage multiple tasks simultaneously
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 manipulating, moving or grasping small parts, devices or tools.
- Frequently required to remain in a stationary position.
- Frequently moving through various environments, including critical facilities, low / high temperatures, and outdoor elements such as precipitation and wind.
- Frequently required to ascend/ descend stairs and ladders and move through tight or confined spaces to access equipment.
- On occasion the employee may be required to position self under or over equipment.
- On occasion the employee may move equipment weighing up to 50 pounds.
TRAVEL / RELOCATION REQUIREMENTS
- Must have a valid driver’s license and ability to rent vehicles.
- Up to 50%, this may include travel to any or all 50 US states.
- 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 for international assignments.
- Potential relocation opportunities may exist per project needs.
EDUCATION / EXPERIENCE REQUIREMENTS
- Bachelor's degree in Engineering, Construction Management, or related field - or equivalent experience.
- 8+ years of commissioning or mission-critical construction experience.
- 5+ years in a people leadership or resource management role.
- Demonstrated ability to manage, develop, and retain technical field teams at scale.
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.
Originally posted on Himalayas