Senior Project Architect - Seattle

Responsibilities

• Leading all phases of the design process with a high level of proficiency and expertise
• Adhering to firm and project goals and standards of excellence in design, project management, execution and living design
• Understanding and responding to technical implications, design decisions and project financial goals
• Leading and participating in project documentation development and the production of deliverable drawings and specifications
• Overseeing and managing Quality Control reviews at each phase for conformance with firm standards, contractual obligations and project design intent
• Directing project Quality Assurance efforts and responsible for adherence with Perkins&Will standards
• Communicating with clients related to project technical matters
• Overseeing project regulatory reviews (building code, accessibility, zoning) and coordination with, and submission to, authorities having jurisdiction
• Maintaining awareness of evolving building technology and engineering systems relevant to project work
• Contributing to project marketing pursuits, proposal preparation and interviews
• Leading collaborative teams in design reviews, charettes and pin-ups
• Demonstrating strong and effective communication, decision making and collaboration, which inspires high team performance
• Mentoring staff and providing oversight of assignments

Education & Experience

• Bachelor's degree in architecture or related discipline required
• Architectural license
• LEED GA within 6 months of hire
• Professional Accreditation in one area of Living Design that interests you within 1 year of hire: 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

Proficiences

• Building, zoning, energy and zoning codes
• Site analysis
• Preliminary design studies
• Contract documents
• Specifications
• Construction contract administration
• Project team organization and management
• Consultant coordination
• Client communication

Compensation & Benefits

At Perkins&Will, 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.

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.

The annual pay range for this position is between $111,500 and $163,800 commensurate with qualifications. In addition, we provide a comprehensive benefits package for full time employees including, medical, dental, vision, FSA/HSA accounts, 401k with employer match, PTO and paid holidays, short-term and long-term disability, paid parental leave, commuter benefits, life insurance, and learning and development opportunities.

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.