Sustainable Design Advisor III
Designing places that inspire joy and well-being since 1935.
The Sustainable Design Advisor III will be responsible for leading and managing
sustainability across an expanding range of projects that relate to high performance water, energy,
and carbon analysis; material health research; and trends on occupant health and well-being. This
advisor directs and advises project teams in the delivery of third-party rating systems such as
LEEDv4, Living Building Challenge, WELL and Fitwel, among others. As a leader and mentor to junior
advisors, as well as project teams, this advisor possesses superior organization skills to help
track all team efforts and to meet project schedule expectations.
- Manages projects appointed by leadership, including management of project hours and project
- Deliver presentations to different clients and lead stakeholder groups.
- Interacts comfortably with clients, consultants, and team members, while maintaining client’s objectives.
- Work collaboratively and liaise with architectural, interiors, and urban design projects and consultant teams in undertaking targeted sustainable building performance calculations and product research.
- Directs and advises project managers in various projects pursuing third-party rating systems, including LEED. Advisement includes assessment, coordination, and documentation of green building strategies.
- Conduct green product research to verify the transparency, health, and carbon claims made by product manufacturers.
- Complete building performance analysis (i.e., daylight and energy analysis, embodied carbon).
- Analyze data and interpret trends and statistics as required to support project deliverables.
- Prepare technical content for sustainable design presentations, reports, and other client deliverables.
- Be responsible for tracking and reporting on trends and programs within service sectors.
- Minimum 7 to 10 years of relevant work experience.
- Have strong mentorship skills, as proven in previous experience. Have a strong knowledge of and applied experience directing and coordinating the US and/or Canadian LEED Green Building Rating Systems (LEED v4), at minimum. Living Building Challenge, Passive House, WELL, Fitwel, and/or other sustainable design performance tools are beneficial as well.
- Development in sub-set of areas to build expertise, including: climate positive planning, biophilia, biomimicry, green materials selection and specification, embodied carbon, energy efficiency, renewable energy, water and waste systems, permaculture, passive heating and cooling, daylight modeling, natural ventilation modeling, energy modeling and more.
- Knowledge across interiors or architecture scopes of work in required. A sub-set of knowledge in one more of the following market sectors is desired, including: corporate, commercial, civil, cultural, higher education, K-12 schools, healthcare, S&T, sports and recreation, and commercial interiors.
- Strong working knowledge of project specifications and familiarity with architectural drawings and building construction.
- Think critically and strategically and be able to conduct self-directed research and analysis with limited supervision.
- Communicate effectively (oral and written) with both clients and colleagues, and strong attention to detail.
- Be highly proficient with Word, Excel, PowerPoint, Outlook, Adobe Acrobat, Revit.
- Hold a degree in Architecture, Engineering, or a related field to sustainable building design.
- At a minimum, attain LEED Green Associate or Living Future Accreditation within 6 months of hiring. If LEED track is chosen, LEED with Specialty Accreditation must be attained within 12 months of hiring.
At Perkins&Will we believe that inclusion spurs creativity, and that innovation is born from an engaged culture of diverse people + ideas. By moving beyond barriers and stereotypes of gender, race, color, religion, national origin, ancestry, age, medical condition, disability, sexual orientation, gender identity, veteran status; we are committed to building an organization that reflects the diversity of the communities and clients we serve.
*Equal Employment Opportunity Statement
Perkins&Will has established and adopted an Equal Employment Opportunity Employment 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)