Employee Trainer - New Hire Onboarding & Culture Development

DLB Associates

9d•$78,000 - $105,000•Hybrid

About The Position

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.

Requirements

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.
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.
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.

Nice To Haves

Experience in onboarding program coordination or HR/People Operations a plus.
Experience in engineering, construction, or mission-critical industries a plus but not required.

Responsibilities

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.
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.
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.
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.
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.

Benefits

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