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    Healthcare Practice Leader - Denver, United States - Perkins Will

    Perkins Will
    Perkins Will Denver, United States

    2 weeks ago

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    Description
    Who Are We?


    At Perkins&Will, we passionately believe that design can transform lives and enhance communities, creating healthy, sustainable places to live, learn, work, play, heal, move, and explore.

    We're in it for the greater good, we design to create places with meaning, and we design with purpose. Join the brightest minds in architecture

    Who Are You?


    Perkins&Will is seeking a highly motivated individual with a minimum of 15 years of professional experience to fill the role of Healthcare Practice Leader for our Denver Studio.


    To join us you should have:

    • Professional degree in architecture or related discipline.
    • Professional architectural license.
    • 15+ years of professional experience.
    • Considerable knowledge and experience leading and managing successful projects, client relationships, and teams at various scales
    • Strong commitment to design excellence, innovation, high-quality design, and personalized client services, including relationship management, problem-solving, decision-making, and collaboration
    • Ability to influence clients, business partners, and project teams in a professional and compelling way
    • Excellent communicator with intellectual curiosity and strategic thinking
    • Be highly proficient with Word, Excel, PowerPoint, Outlook, Adobe Acrobat, Revit, and Deltek/Vision.
    • LEED GA and a 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) upon hire or within six months of hire.
    What will you Do?


    The Healthcare Practice Leader is responsible for developing a strategic business plan for the studio's Healthcare practice in collaboration with the Studio's Leadership Team and Regional Healthcare Practice Leader.

    The plan should align with the practice vision, regional goals, and the studio business plan, including Strategic Action Plan (SAP) and Sales, focusing on client engagement, project performance, and talent development.

    Key attributes and responsibilities of the Healthcare Practice Leader include:


    • Growth Strategist. Provide expert guidance to client engagement leaders and practitioners to ensure we are pursuing work and delivering projects that align with the business goals and aspirations of the studio and the practice. Consider and build opportunities with other practice areas.
    • Community Builder. Facilitate regular communication and interactions with client engagement leaders and practitioners in the studio to support team building, share best practices, and address challenges related to client engagement, project performance, and talent development.
    • Talent Developer. Ensure the projects within the studio are supported by a diverse network of talent. Work with the Managing Director, Regional Practice Leader, and Talent Manager to develop succession plans for current leaders (including the Healthcare Practice Leader) and create a healthy pipeline of talent at all levels.
    • Thought Leader. Share insights related to trends, challenges, and opportunities facing our clients and the broader industry to bolster the firm's reputation as industry experts. Seek out cross-practice ideas to keep the firm at the vanguard of innovation. Collaborate with the studio Marketing Leader to ensure insights, exemplar projects, and individual thought leaders are promoted on appropriate social media channels.
    • Champion for Design Excellence. Partner with the Design Director to foster a culture of Living Design excellence and innovation to ensure design is valued and integrated into all aspects of our projects and thought leadership.


    We foster a culture that is diverse and inclusive and strive for pay practices that are fair, 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, if located in Colorado, is between $129,800 and $190,700 commensurate with qualifications

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

    This job posting will expire on Friday, May 31, 2024. 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).


    • Equal Employment Opportunity Statement


    Perkins&Will has established and adopted an Equal Employment Opportunity 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.

    #LI-Hybrid
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