Design Principal

Charlotte, NC, United States

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The Design Principal’s overall responsibility is representing the firm’s commitment to design, championing and executing design excellence with clients, projects and teams across the globe in collaboration with the Design Director and Practice Leaders.

Responsibilities

Participate in marketing and sale activities and lead interview teams

Monitor overall quality of the project design process, product, and delivery

Monitor the performance of each project team in collaboration with a Managing Principal and approach to assure that the firm’s standards and design goals are being met

Conduct regular quality control sessions with project teams

Participates and partners on the organization of project teams so that all project goals will be completed to Perkins + Will’s standards

Continues to align themselves with various professional organizations as well as with academic institutions

Participates with partners and DEAR Review insuring proper design goals and standards are being met

Keeps abreast of current developments, trends and practices within the design industry

Participates design staff review, interviewing, recruitment and mentoring

Participates in design talent staffing and team composition

Monitors, reviews, approves and participates with the selection of marketing material

Participates on project scope delineation, team creation, work plan creation and implementation and fee negotiations

This individual further mentors staff, through the development of standard procedures and participation in staff performance reviews

Meet all other responsibilities as Principal to the firm

Requirements

Licensed Architect

LEED AP

Exceptional design portfolio with representative projects in Healthcare, S+T, Higher Ed, K-12 or CCC.

Strong presentation skills to partner with interview teams for current and prospective clients

Experience mentoring and inspiring junior design talent

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 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.

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.

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 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)

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