Senior Project Manager

Our SF studio is a 100-person team inside a 3,000-person global firm, which means you're managing genuinely complex projects with real resourcing behind you, while still being visible enough that your judgment gets noticed and trusted. As a Senior Project Manager, you'll work closely with Project Architects, Designers and partners with full accountability for scope, fee, and budget from marketing and contract development straight through construction administration.

What You'll Own:

• Manage all aspects of project execution within scope and budget
• Lead scope, fee, and budget development during marketing and contract development
• Manage projects in Deltek, including work plans, staffing, schedule, fees, and change notices
• Ensure complete, timely communication between clients and project teams
• Coordinate staffing resources with the Operations Director
• Monitor construction administration through the construction phase
• Control risk by tracking client and technical issues before they escalate
• Participate in marketing opportunities and develop client relationships
• Mentor staff and review work for accuracy and Project Delivery Manual compliance

What You'll Bring:

• Professional degree in Architecture or related discipline.
• Professional architectural license.
• 10-15+ yrs experience.
• High level of creativity, innovative thinking and problem solving.
• Strong verbal and written communication skills.
• Collaborative and professional work ethic.
• Entrepreneurial drive and a growth mindset.
• Advanced knowledge of BIM, Revit, and 2D/3D production software
• Fluency in building codes, life safety requirements, and contract documents
• Deltek Vision and project management software experience a plus
• Microsoft Office/Adobe Suite

What You'll Get

• Salary $141,100-$207,300 commensurate with qualifications, skillset and years of experience.
• Medical, dental, and vision insurance
• Wellness programs and mental health support
• Short- and long-term disability (STD/LTD)
• Life insurance
• 401(k) retirement plan
• Paid time off (PTO)
• A professional development stipend and dedicated time for continuing education
• Performance-based bonuses
• Active firmwide affinity groups and leadership development opportunities

How to Apply

Qualified and interested candidates should submit a cover letter, resume and work samples (should be a compact, representative sample of your work, no larger than 4MB) with examples of work you actually owned.

Our Commitment

At Perkins&Will we believe that inclusion spurs creativity, and that innovation is born from an engaged culture of diverse people and 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 Opportunity Employer/Protected Veterans/Individuals with Disabilities

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

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. 
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. 41 CFR 60-1.35(c)

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