As an Interior Project Manager, you should perform these essential job functions:
DESIGN
- Understands design philosophies and current trends throughout the profession, including planning and strategies, design and space planning, documentation, furniture specifications and materials and finishes.
- Understands the overall design concept and helps insure implementation
- Understands and respond to the technical implications of design decisions
- Promotes firm and project goals of excellence in design, execution, and sustainability
TECHNICAL
- Understands all aspects and phases of the architectural and interior design and production process.
MANAGEMENT
- Define, monitor, and maintain control of the scope of work and services for the project including project schedule and work plan
- Prepare and negotiate client and consultant proposals, fees, schedules, and contracts
- Act as the main coordinator of communication between the client and Perkins + Will, ensuring timely resolution of client concerns and management of business issues including contracts and additional services.
- Insures the orderly and complete preparation, distribution, and retention of all project written records.
- Responsible for the clear and timely communication of information to the project team and to ensure compliance with the project team’s goals.
- Assures a positive teamwork atmosphere and assist in supporting the development and retention of quality staff.
- Monitors the performance of the project team and approach to assure that the Firm’s quality standards and design goals are being met.
- Coordinate staffing resources with office operations director
- Establishes, maintains, and documents regular client meetings and internal project team meetings.
- Initiate, document, and maintain project set-up, including contract review, project process and filing procedures, work authorization, invoicing/receivables
- Responsible for meeting or exceeding the financial goals established for the project and providing timely and appropriate information to Project Accountant to initiate invoicing.
- Direct contact responsibility with clients and associated consultants to insure timely collections and management for delinquent accounts receivables.
- Monitor client issues and technical issues to minimize liability.
- Follow through with post contract administration requirements (i.e.: follow-up phone calls to ensure client satisfaction and source additional marketing leads, complete final historical database, etc.).
- Responsible for the orderly close out of projects including contractual requirements.
- Participate in marketing opportunities and facilitate multi-discipline/office collaboration within firm
- Develop and maintain successful client relationships for repeat business
- Participates in training/development/mentoring of project team
To join us, you should have:
- Professional degree in Interior Design or related discipline
- 8+ years of experience
- Advanced knowledge of project design process, construction documentation, programming, space planning furniture specifications, materials, and finishes
- Understands project financial management and contract administration, including project coordination, budgeting, scheduling, and contract negotiations
- Basic CADD knowledge
- Basic project management software skills
- Ability to direct, mentor and coordinate work efforts of project team
- Strong interpersonal skills, verbal, listening and written including client presentation skills Collaborative and professional work ethic
- LEED AP or within 6 months of hire
- NCIDQ or NCARB required
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). Please submit your files in pdf.
Salary Range Information
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, commensurate with qualifications, the annual pay salary range for this position in Chicago is between $90,400 and $120,400.
Justice, Equity, Diversity & Inclusion
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.
"Design has the power to inspire joy, uplift lives, and strengthen the spirit of community."
*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.
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