Sustainable Design Analyst

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Designing places that inspire joy and well-being since 1935.


Perkins&Will San Francisco & Los Angeles studios are seeking individuals with 3-5 years professional experience to join our Sustainability teams. This position requires a dynamic individual who can undertake a variety of green building rating system (LEED, Fitwel, WELL, LBC, etc.) administration, consulting, research and advisory tasks.

The position entails working in an integrated design process with project teams overseeing sustainable design approach and rating system compliance for projects locally and firmwide.

In addition, the position will entail benchmarking and tracking the performance of firm’s portfolio of completed projects.


  • Liaise with architectural, interiors, and urban design project and consultant teams in undertaking sustainable building performance analysis and product research.
  • Direct and advise project teams on a wide range of projects pursuing 3rd party rating systems, including LEED and Fitwel. Advisement would include assessment, coordination and documentation of green building strategies.
  • Conduct green product research to verify the transparency, health, and carbon claims made by product manufacturers.
  • Understand building performance analysis (i.e., daylight, energy, and embodied carbon analysis).
  • Prepare technical content for sustainable design presentations, reports and other client deliverables.
  • Participate in training and mentoring of staff in carbon and water literacy, analysis software, and associated documentation.


  • Hold a degree in Architecture, Engineering, Environmental Sciences, or a related field to the sustainable building industry
  • 3-5 years professional experience
  • Have a strong knowledge of and applied experience directing and coordinating the US LEED Rating Systems (LEED v4) at minimum. Fitwel, Living Building Challenge, Passive House, WELL, and/or other sustainable design performance tools would be beneficial;
  • Hold a LEED, LBC, WELL or Fitwel accreditation (i.e. LEED AP with Specialty designation) or obtained within 6 months of hire.
  • Have demonstrated experience with sustainable building design.
  • Have a solid and technical understanding of building construction and environmental issues associated with the design, operation and maintenance of commercial, institutional and residential buildings.
  • Think critically and strategically, and be able to conduct self-directed research and analysis with limited degree of supervision.
  • Work collaboratively with team members within the research department and broader firm, and demonstrate a strong professional work ethic.
  • Be proficient with programs such as Word, Excel, PowerPoint, Adobe Acrobat, and/or InDesign.
  • Have strong communication skills: oral, written and presentation skills.

We foster a culture that is diverse and inclusive and strive for pay practices that are fair, and 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. At the time of posting this job advertisement, the annual pay range for this position is between $67,500 to $82,500 commensurate with qualifications

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 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)