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About the Role
As a Designer II on the Healthcare team, you will use enhanced knowledge of project complexity to proactively contribute to the overall success of the team by adhering to firm and project goals and standards of excellence in design, execution, and living design. You will assist in generating creative and innovative design ideas, concepts, and solutions while participating as an integral member of the design team.
Responsibilities
- Generate drawings under supervision for schematic design, design development, and construction documents.
- Perform product research and assist team with material selections.
- Exercise critical and creative judgment and design application skills in preparing client presentation materials.
- Complete tasks and responsibilities on projects, within the scope of schedule and budget, in an organized, timely, and consistent way.
- Self-check work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
- Express curiosity about the world of design and the industry at large.
- Take increasing ownership of tasks within project teams and studio activities.
- Participate in design reviews, charettes, and pin-ups.
- Keep open communication within team and with designated team leader.
- Communicate ideas and thoughts in a way that inspires others.
- Coordinate effectively with partners and consultants.
Requirements
- Bachelor's degree in architecture or related discipline required.
- 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.
- Preparing for ARE and active involvement in AXP.
Skills
- BIM
- Building codes
- Site analysis
- Preliminary design studies
- Contract documents
- Field measurements
- Life safety requirements
- Specifications
- Construction contract administration
- Sketching
- Functional knowledge of 2D/3D production software
- Intermediate Revit
- Conceptual modeling tools such as Rhino and Grasshopper
- Microsoft Office / Adobe Suite
- Visualization tools such as Enscape and VRay
- Physical modeling tools such as 3D Printing and Laser cutting
- Presentation tools such as InDesign and Photoshop
- Environmental Analysis software such Ladybug and Climate Studio
Work Type
- Hybrid
Experience Level
- Designer II
Education Level
- Bachelor's degree in architecture or related discipline
Benefits
- Medical, dental, and vision insurance
- Wellness programs and mental health support
- Short- and long-term disability (STD/LTD)
- Life insurance
- 401(k) retirement plan
- Generous paid time off (PTO)
- Professional development stipend and dedicated time for continuing education
- Performance-based bonuses
- Engaging studio initiatives and events
- Active firmwide affinity groups and leadership development opportunities
About the Company
- Perkins&Will is committed to supporting the well-being and growth of our team members.
- Our employee experience is enriched by a hybrid and flexible work environment, enabled by advanced technology and collaborative tools.
Equal Opportunity
- 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.