Senior Project Manager - Healthcare

Common and Baseline Responsibilities as a Senior Project Manager:

• Responsible for leading all phases of the design process with a high level of proficiency and expertise while adhering to firm and project goals and standards of excellence in design, execution, and living design.


• Full responsibility for managing all aspects of projects to ensure efficient execution within scope and budget.


• Manages project teams, fosters collaboration, demonstrates strong and effective communication and direction which inspires high team performance, design ideas, and successful project delivery.


• Leads effort in developing and validating project scope,fee, budget,services during the marketing and contract development process.


• Accountable for complete and timely communication of project information to and from clients and project team.


• Responsible for managing project using the Deltek Project Management system; completes work plans in Deltek, including identification of project team members, budget, consultants, schedule for completion, fees, and costs as well as project change notices or other actions taking place on the assigned project.


• Works with Project Architect and Sr. Project Architect to avoid or eliminate conflicts in schedule due to the changes in various projects.


• Provides on-going communication through team meetings, minutes, and memos to project team.


• Communicates with clients, consultants, contractors, sub-consultants, and other disciplines to ensure effective communication.


• Monitors construction administration during the construction phase.


• Understands and responds to technical implications and design decisions.


• Participates in marketing opportunities and develops successful client relationships for continuing business.


• Controls risk management by monitoring client issues and technical issues in a timely manner to minimize liability.


• Reviews work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.


• Coordinates staffing resources with Operations Director.


• Mentors staff.

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

Proficiencies

• BIM


• Building codes


• Site analysis


• Preliminary design studies


• Contract documents


• Field measurements


• Life safety requirements


• Specifications


• Construction contract administration


• Project kickoff and closeout

Software

• Advanced knowledge of 2D/3D production software


• Advanced Revit


• Conceptual modeling tools


• Microsoft Office / Adobe Suite


• Physical modeling tools such as 3D Printing and Laser cutting


• Presentation tools such as InDesign and Photoshop


• Vision/Deltek


• PMTK

Licensure/Certifications/Education

• 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


• Architectural license or Interior Design license/certification


• Bachelor's degree in architecture or related discipline required

 Requirements

10–15+ years of experience demonstrating significant project leadership in the healthcare market.

How to Apply:

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).

Salary and Benefit 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 Minneapolis is between $119,200 and $175,200.

Benefits: medical, dental, vision, wellness, LTD, Life Insurance, 401k, PTO.

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.