Employee Trainer - New Hire Onboarding & Culture Development

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: Employee Trainer - New Hire Onboarding & Culture Development

Position Location: Hybrid – DLB-LAB at Bell Works, Holmdel, NJ (primary); remote on non-training days

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 Employee Trainer - New Hire Onboarding & Culture Development will communicate and operate in alignment with DLB's organizational goals and values, as well as departmental objectives set by Design leadership.

The Employee Trainer – New Hire Onboarding & Culture Development is responsible for delivering a consistent, engaging, and high-quality onboarding experience for every new hire joining DLB Associates’ Design Department. Based primarily at the DLB-LAB in Bell Works, Holmdel, NJ, this individual serves as the face of DLB culture during a new employee's most critical first months. They facilitate multi-day in-person orientation sessions, build cohort community among new hires, serve as a sustained resource throughout each employee's first year, and act as the key liaison between DLB's department-level onboarding program and corporate-level training initiatives.

The ideal candidate is an energetic, highly organized communicator who is passionate about people development, thrives in front of a room, and is committed to fully learning and authentically representing the DLB way of working. Experience in education or professional training is strongly preferred.

This person will be self-directed on day-to-day work and independently perform all responsibilities. Will lead multiple training programs and onboarding initiatives of moderate complexity. Develops and maintains onboarding standards, content, and procedures.

The Employee Trainer – New Hire Onboarding & Culture Development will communicate and operate in line with organizational goals and values, as well as departmental objectives.

ESSENTIAL FUNCTIONS

New Hire Onboarding & Orientation(40%)

• Facilitate multi-day, in-person new hire orientation sessions at the DLB-LAB (Bell Works), delivering non-technical content across all cohort groups throughout the year.

• Deliver sessions covering DLB culture, company values, operating norms, communication standards, tools, and expectations with deep, authentic knowledge of each topic.

• Coordinate session logistics including scheduling, room setup, AV equipment, presenter management, screen and workstation protocols, and participant communications.

• Manage cohort size to maximize engagement and learning quality; maintain target group sizes per session and coordinate overflow or alternative dates as needed.

• Issue and manage cohort virtual communication channels to foster peer connections that outlast orientation week; actively encourage cohort community-building.

• Ensure all participants are properly prepared for each session day (logistics, travel guidance, schedule distribution, pre-reads).

• Enforce LAB norms during sessions (workstation locking, presenter movement, acoustic awareness) and coach presenters on room engagement best practices.

New Hire Follow-Up & Ongoing Support (25%)

• Conduct regular one-on-one check-in meetings with new hires throughout their first year, ensuring they feel supported and connected to DLB culture and resources.

• Identify and escalate early signals of disengagement, role confusion, or unmet development needs to appropriate managers or People Development leadership.

• Distribute and walk new hires through DLB culture 30/60/90-day development guides; use these as conversation tools to gauge onboarding progress not as self-assessment forms.

• Track onboarding participation and completion across all cohorts; maintain accurate records and provide regular status reports to leadership.

• Field questions from new hires regarding company processes, training resources, and team connections; direct them to appropriate subject matter experts as needed.

Training Content & Program Development (20%)

• Continuously learn and internalize DLB's culture, operating model, tools, and technical vocabulary so that training delivery is knowledgeable, credible, and genuine; not simply slide-reading.

• Collaborate with subject matter experts, department leaders, and the People Development team to keep orientation content current, relevant, and aligned with company evolution.

• Identify content gaps or outdated material in orientation sessions and recommend updates; assist in revising and maintaining training decks, guides, and reference materials.

• Support the development and refinement of the DLB Boot Camp program for entry-level and intern cohorts, including agenda development, rotation checklists, and end-of-rotation documentation.

• Assist in updating DLB culture 30/60/90-day onboarding guides to ensure they reflect current tools, programs, and expectations.

• Support the department’s trade team leadership with developing and administering technical training.

Corporate Training Liaison & Coordination (10%)

• Serve as the coordination point between DLB department-level onboarding and DLB corporate training; identify areas of overlap, redundancy, and complement to avoid unnecessary repetition.

• Communicate corporate training schedules and requirements to new hires; help integrate corporate training into the broader onboarding timeline.

• Participate in training-related meetings with People Development leadership, HR, and department stakeholders to align approaches and share feedback.

Administrative & Scheduling Coordination (5%)

• Maintain and update the ongoing orientation schedule for the year, coordinating with HR start-date cadences and department hiring forecasts.

• Work with the administrative support team to manage logistics, presenter invitations, and any Bell Works facility needs for each training cohort.

• Assist in updating offer letter language and communications to new hires regarding mandatory training dates and expectations.

• Completion of assigned tasks and deliverables on time and on budget.

• Performs other related duties as assigned.

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 facilitated group instruction, classroom management, and adult learning principles; prior professional training or teaching experience strongly preferred.

• Demonstrated ability to present with energy, credibility, and audience awareness; comfortable moving around the room, engaging all participants, and adapting delivery style.

• Skilled in building genuine relationships with individuals at all levels of an organization; natural ability to make new hires feel welcomed and connected.

• Strong organizational skills with the ability to manage multiple cohorts, schedules, and follow-up tasks simultaneously.

• Skilled in using Microsoft Teams, Outlook, and PowerPoint as primary tools for communication, scheduling, and content delivery.

• Ability to learn, internalize, and authentically represent DLB's culture, values, operating norms, and technical vocabulary over time.

• Ability to adapt content delivery and communication style to diverse audiences including entry-level employees, experienced hires, and senior professionals.

• Knowledge of basic instructional design principles; ability to collaborate with subject matter experts to refine and update training materials.

• Ability to track and report on training participation, completion, and outcomes with attention to detail and accuracy.

• Ability to leverage AI and technology tools to streamline content development and communications.

• Self-starter who takes initiative and maintains ownership of all aspects of the onboarding program.

• Ability to operate independently on day-to-day responsibilities while escalating strategic decisions appropriately.

• Strong written and verbal communication skills; ability to communicate clearly with new hires, managers, and department leadership.

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, may move equipment weighing up to 25 pounds.

TRAVEL / RELOCATION REQUIREMENTS

• This position is hybrid, with the majority of working time spent on-site at the DLB-LAB located in Bell Works, Holmdel, NJ.

• Remote work is permitted on non-training days.

• Occasional travel to other DLB office locations or training sites may be required.

• 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 is defined as physically leaving home on behalf of business activities including but not limited to meetings with employees, training events, and attending company or industry gatherings.

EDUCATION / EXPERIENCE REQUIREMENTS

• Bachelor's degree in Education, Communications, Human Resources, Organizational Development, Business, or a related field.

OR

• Associate's degree or equivalent with demonstrated experience in professional training, adult education, or people development.

PLUS

• Minimum of 2-5 years of experience in professional training, adult education, corporate learning & development, or a related field.

• Experience facilitating in-person group sessions required; experience in a corporate or technical environment preferred.

• Experience in onboarding program coordination or HR/People Operations a plus.

• Experience in engineering, construction, or mission-critical industries a plus but not required.

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.