Commissioning Resource Manager at DLB Associates in Remote

POSITION TITLE: Commissioning Resource Manager

POSITION LEVEL: Level IV

POSITION PROGRAM: AWS

JOB SUMMARY

The Commissioning Resource Manager plays a crucial role in overseeing and coordinating the allocation of resources for commissioning programs. This position ensures that the necessary personnel, tools, and equipment are available to meet project demands. The Resource Manager works closely with project managers to align resources with project timelines, budget, and quality standards, enabling efficient and effective project execution. Additionally, this role requires tracking resource utilization, forecasting needs, and implementing process improvements to enhance the commissioning function’s overall productivity and quality.

The Commissioning Resource Manager will receive limited directions on day-to-day work and general instruction on new projects, tasks or assignments. Will execute and assist team leadership on projects, tasks or assignments of complex scope. Will work independently or under limited supervision.

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

ESSENTIAL FUNCTIONS

Resource Management

• Coordinate with other Resource Managers (RMs) to allocate personnel to projects, with the following controls:
• Collaboration with Program Managers: Ensure manpower assignment is aligned closely with the Program Manager's strategy.
• Proactive Resource Assignment: Aim to assign resources well in advance, wherever feasible.
• Balanced Resource Allocation: Work with other RMs to ensure a balanced approach in resource distribution.
• Conflict Resolution: In the event of resource conflicts between Project Managers (PMs), defer to the Program Manager for deconfliction.
• Maximizing Billability: Ensure personnel remain as billable as possible, while accounting for schedule changes and downtime.
• Program Priority: Assign resources with a primary focus on the RM's designated program, while considering opportunities for broadening project exposure when feasible.
• Weekly Resource Review: Meet weekly with the Program Managers to discuss manpower needs, review potential hiring requisitions, and address any manpower challenges.
• PM Tool Maintenance: Keep the PM Tool (or any manpower planning tool) as up-to-date and accurate as possible.

Personnel Management

• Act as the personnel manager for individuals assigned to the accountable programs:
• Personnel Scope: Manage personnel at or below the Project Manager (PM) level.
• 1:1 Meetings: Conduct weekly one-on-one meetings, following DLB doctrine, to ensure personnel are supported.
• Time Off and Leave Management: Approve and manage PTO, personal days, sick leave, and compensated time off.
• Annual Reviews: Conduct performance reviews for all assigned personnel.
• Personnel and Manpower Issues: Meet weekly with the Program Managers to address any personnel issues and manpower concerns.
• Holiday Resourcing: Coordinate holiday schedules with Project Managers and Program Managers to ensure coverage.
• New Hire Onboarding: Oversee the setup and onboarding of new hires within the assigned program.
• Training and Development: Manage yearly training requirements and ensure personnel have the necessary qualifications, certifications, and professional licenses.

Program Resource Financial Management

• Oversee financial responsibilities related to personnel in the assigned programs:
• Timecard Approval: Approve timecards for personnel under the Resource Manager's program.
• Expense Review: Review any expenses that require Program Manager approval before submission.
• On-time Submission: Ensure that personnel submit timecards and expense reports accurately and punctually.
• Review sequence of operations
• Assist in commissioning focused design reviews

Completion of Assigned Tasks and Deliverables on Time and on Budget

Performs Other Related Duties as Assigned

POSITION REQUIREMENTS (INTERMEDIATE LEVEL FOR ALL THE FOLLOWING EXCEPT AS NOTED)

• Knowledge of industry trends, project management and construction procedures and best practices
• Knowledge of business and management principles involved in strategic planning, resource allocation, leadership technique, and coordination of people and resources
• Knowledge of materials, methods, and the tools involved in the construction mission critical, commercial buildings, or other structures
• Skilled in completing assignments accurately and with attention to detail
• Skilled at managing personnel and material resources
• 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 thru effective communication and organizational skills, self-motivation, proactiveness and resourcefulness in a distraction free workspace
• Ability to learn client and / or industry specific management software
• 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 at times 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 independently and collaboratively with onsite and remote team members
• Ability to work under pressure and meet close deadlines
• Ability to effectively plan and delegate the work of others
• Ability to analyze complex information and develop plans to address identified issues
• Proficient at using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), along with exceptional organizational skills for file management
• 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 accommodations 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 office, critical facility and other environments (such as low temperatures, high temperatures and outdoor elements such as precipitation and wind), including tight and confined spaces
• During initial training, the employee is
• Frequently descending / ascending stairs and ladders 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

• Travel up to 50% (targeting 8-10 days on-site per month)
• Must have a valid driver’s license and ability to rent vehicles.
• Must be located near a major airport.
• Travel may include travel to any or all 50 US states
• 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.
• International travel may be required based on individual skill, training and project needs
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

EDUCATION / EXPERIENCE REQUIREMENTS

• Bachelor’s degree in engineering, construction or related discipline

OR

• Two years’ experience with installation, hands-on testing, validation and troubleshooting of mechanical, controls and / or electrical infrastructure

PLUS

• Minimum 6 months Field Experience at DLB Associates
• Minimum of three years’ experience in people / resource management

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.