What are the responsibilities and job description for the Senior Project Manager - Higher Education position at Careers at Perkins&Will?
As a Senior Project Manager on the Perkins&Will team, your skills and passion will come to life through the following responsibilities:
- Responsible for leading all phases of the design process with a high level of proficiency and expertise 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.
- Manage project teams, fosters collaboration, demonstrates strong and effective communication and direction which inspires high team performance, design ideas, and successful project delivery.
- Lead effort in developing and validating project scope,fee, budget,services during the marketing and contract development process.
- Accountable for 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.
- Work with Project Architect and Sr. Project Architect to avoid or eliminate conflicts in schedule due to the changes in various projects.
- Provide on-going communication through team meetings, minutes, and memos to project team.
- Communicate with clients, consultants, contractors, sub-consultants, and other disciplines to ensure effective communication.
- Monitor construction administration during the construction phase.
- Understand and responds to technical implications and design decisions.
- Participate in marketing opportunities and develops successful client relationships for continuing business.
- Control risk management by monitoring client issues and technical issues in a timely manner to minimize liability.
- Review work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
- Coordinate staffing resources with Operations Director.
- Mentor staff.
- BIM
- Building codes
- Site analysis
- Preliminary design studies
- Contract documents
- Field measurements
- Life safety requirements
- Specifications
- Construction contract administration
- Project kickoff and closeout
- Advanced knowledge of 2D/3D production software
- Advanced Revit
- Conceptual modeling tools
- Microsoft Office / Adobe Suite
- Physical modeling tools such as 3D Printing and Laser cutting
- Presentation tools such as InDesign and Photoshop
- Vision/Deltek
- PMTK
- 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, Passive House Institute Certified Passive House Consultant/Designer CPHC/CPHD, or ILFI Living Future Accreditation
- Architectural license or Interior Design license/certification
- Bachelor's degree in architecture or related discipline required
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.
#LI-SA1