Project Manager – Science & Technology
Designing places that inspire joy and well-being since 1935.
At Perkins&Will, we take a human-centric approach to culture-building and placemaking: People are at the heart of everything we do. We believe in the power of design to enhance lives—to make the world a better, more beautiful place. Whether it’s through a workplace, a building, or an entire city, we aim to create joyful experiences that strengthen the spirit of community. Each of us has a critical role to play.
Are you committed to design excellence?
Do you thrive in an environment of collaboration?
Do you have a passion for sustainability?
Do you show a high degree of creativity and entrepreneurship?
If yes, join us to change the world through design!
Common and baseline responsibilities of a PROJECT MANAGER, include but are not limited to:
- Understands and consistently executes all aspects of the design process and project complexities to proactively contribute to the overall success of the team while adhering to firm and project goals and standards of excellence in design, execution, and living design.
- Full responsibility for managing all aspects of projects to ensure efficient execution within scope and budget.
- Manages project teams, fostering collaboration, demonstrates strong and effective communication and direction which inspires high team performance, design ideas and successful project delivery.
- Participates in developing and validating project scope and fee, budget and scope of services during the marketing and contract development process.
- Provides complete and timely communication of project information to and from clients and project team.
- Responsible for managing project using the Deltek Project Management system; completes work plans in Deltek; including identification of project team members, budget, consultants, schedule for completion, fees and costs as well as project change notices or other actions taking place on the assigned project.
- Works with Project Architect to avoid or eliminate conflicts in schedule due to the changes in various projects.
- Provides on-going communication through team meetings/minutes/up-date memos to project team.
- Communicates with clients, consultants, contractors, sub-consultants and other disciplines to ensure effective communication.
- Monitors construction administration during the construction phase
- Understands and responds to technical implications and design decisions.
- Participates in marketing opportunities and develops successful client relationships for continuing business.
- Considers risk management by monitoring client issues and technical issues in a timely manner to minimize liability.
- Reviews work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
- Coordinates staffing resources with Operations Director.
- Mentors staff.
The list below is a high-level summary of critical, baseline technical skills and certifications.
Typical Years of Requisite Experience: 8-10+
General Proficiencies (including, but not limited to)
- Building codes
- Site analysis
- Preliminary design studies
- Contract documents
- Field measurements
- Life safety requirements
- Construction contract administration
- Project kickoff and closeout
Frequently Used Software
- Advanced knowledge of 2D/3D Production Software
- Advanced Revit
- Deltek, Microsoft Office, Adobe Suite/Affinity
- Conceptual modeling tools such as Rhino, Sketch Up, Grasshopper
- Visualization tools such as Enscape and Lumion
- Physical modeling Tools such as 3D laser printing
- Presentation Tools (InDesign, Photoshop, etc.)
- LEED GA within 6 months of hire
- Professional Accreditation in one area of Living Design that interests you: LEED AP with Specialty, BREEAM AP, WELL AP, SITES AP, CPHC/CPHE Passive House Institute Certified Passive House, or RELi AP
We foster a culture that is diverse and inclusive and strive for pay practices that are fair, competitive and reflect our commitment to pay equity. Our compensation decisions include but are not limited to a candidate’s qualifications, including skill sets, education, experience and training, licensure and certifications credentials if applicable, and business-related factors. This practice extends to all employees, including performance considerations for merit increases, job promotions, and transfer opportunities. We additionally review our pay practices, conduct pay equity audits, and ensure our managers are trained in our pay practices on an annual basis.
Qualified and interested candidates should submit a resume and work samples. Include your resume and a compact, representative sample of your work (no larger than 4MB).
*Equal Employment Opportunity Statement
Perkins&Will has established and adopted an Equal Employment Opportunity policy (“EEO”), which is part of the Company’s Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.
Pay Transparency Nondiscrimination Provision
Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)