Practice Coordinator

The Practice Coordinator coordinates the development, creation, and management of the Intelligence Team’s collateral. The role transforms practice insights into clear, compelling written and visual narratives while upholding the highest standards of design excellence. In addition, the Practice Coordinator manages collateral coordination across multiple functions to ensure consistent brand application and aligned messaging firmwide.  

 Location: Chicago, Minneapolis, Dallas

Common and Baseline Responsibilities  

• Prepares and coordinates brochures, reports, presentations and event material for firm-wide, practice-wide and client-facing audiences.   


• Works with firmwide graphics team to maintain a standard of graphic design excellence across all efforts, ensuring all materials reflect the firm’s brand guidelines. 


• Schedules and tracks content development timelines and approval of workflows with multiple stakeholders to meet deadlines. 


• Contributes to the overall success of the team by adhering to collateral management systems and processes across firm functions.  


• Participates in cross-disciplinary meetings (Practice, Graphics and Communications), helping to align intelligence content with broader firmwide and marketing strategies.  


• Drafts, edits, organizes, and proofs various marketing collaterals to ensure content is comprehensive, competitive, and cohesive, as well as in accordance with the Perkins&Will brand standards.  


• Supports the strategy driving the collateral content. 


• Supports firmwide initiatives. 


• Keeps open and clear communication. 


• Uses storytelling to enhance marketing strategy.  


• Uses a creative approach to perform tasks and responsibilities on projects in an organized, timely, and consistent way.  


• Self-checks work for accuracy, omissions, and legibility.   


• Proactively asks questions and expresses curiosity about the industry at large.  


• Be accessible to Firmwide Practice Leaders providing timely access to content and historical information.  


• Typical Years of Experience: 2-4+ years 

High-level Summary of Critical, Baseline Technical Skills and Certifications  

Proficiencies  

• Excellent writing and editing skills within ‘our voice’ guidelines 


• Strong understanding of brand guidelines and application 


• Project management and organization skills with ability to coordinate multiple stakeholders and deadlines  


• Experience working in AEC industry (preferred not required) 

Software  

• Adobe Suite (InDesign, Photoshop, Illustrator, etc.) 


• OpenAsset 


• Microsoft Suite (Word, PowerPoint, etc.) 

Licensure/Certifications/Education  

• Bachelor's degree in communications, Graphic Design, Marketing or related field 

Our Offerings   

At Perkins&Will, we are committed to supporting the well-being and growth of our team members. We offer a comprehensive benefits package that includes: 

• 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)

Our employee experience is enriched by a hybrid and flexible work environment, enabled by advanced technology and collaborative tools. Our hybrid model will empower you to balance your life and work commitments.  

 We also provide: 

• A 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

Above all, our culture is grounded in a firmwide commitment to Justice, Equity, Diversity, and Inclusion (JEDI)—a core foundation of everything we do.

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, the annual pay salary range for this position is between $74,700 and $99,500 commensurate with qualifications and location.

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.