Studio Principal, Community

Description Call for Candidates: Durham Community Studio Principal Little is seeking a passionate and highly capable Community Studio Principal for the Durham, NC office located in the American Tobacco Historic District. Specific emphasis and responsibility for this position is someone who is engaged on key projects, in front of our clients providing thought leadership and guidance, and always puts their team members first. The Community Studio Principal will lead a team of people within our Durham office who specialize in the design and construction of a variety of Community projects including K-12 schools, Higher Education, and Civic buildings. You will have the opportunity to mentor and build a team of individuals dedicated to community projects, while collaborating daily with your team and leaders within the office and across the firm. You will have access to a wide range of resources as you partner on a regular basis with Community and Corporate leaders from across the firm. Primary Objectives Design Expertise & Execution: Possess deep experience in the execution of Community based buildings. Working with our design partners to continuously improve the quality of our work through thoughtful design that enhances our client’s performance, is critical to our firm’s future. Business Development: Initiate and develop new business opportunities through professional networks, strategically targeting new clients and existing client relationships with an ability to identify, be considered for, and win new work. Integrate a strategic Business Development plan for developing new business, creating revenue and profitable growth. Client Satisfaction: Possess a deep conviction for client satisfaction. Become a trusted advisor to our clients and earn client loyalty through subject matter expertise, client care, and service. We are looking for someone who focuses on “what is in it for the other person”. Financial Responsibility: Maintain strong studio profitability, allowing us to reward our people and continue to invest in new processes, technologies and our competitive edge. A clear understanding of market conditions that impact cost is necessary to serve our clients. Leadership & Team Building: Create team success through clear communication, mentoring, motivation and vision. The ability to grow the National Practice by working productively toward common goals with peers in other offices, our diversified disciplines and their leadership teams. Excellent communication skills, both verbal and written, are critical to the success of this role. Thought Leadership: Passion for public spaces, complex projects, and the environments we impact are necessary to lead our internal teams and to establish Little at the forefront of the industry in the communities we serve and beyond. It is critical to understand leading trends in higher education across public and private sectors, as well as technological innovations that are impacting the industry and the architectural design process. Commitment to Regenerative Outcomes: Regeneration is a step beyond sustainability. It’s about working to restore ecosystems through our projects. It’s a different way of finding solutions by expanding our thinking to how we can use design to have a positive effect on multiple things at once: economic, environmental, social and human health results - by harmonizing the design solution with those interdependent parts. Rather than focusing on singular issues, this represents a “whole systems” approach to design. Our trans-disciplinary team structure provides an ideal platform for collectively leveraging all of our expertise to address these solutions. We believe in the power of design to transform lives. Our Value Proposition challenges each of us to deliver exceptional, measurable results to our clients. Our Brand Promise is aimed at designing: Experiences that matter. Inspired Places that enhance communities. Buildings that have a positive impact on our environment Why Little: Little is a place where you will be surrounded by colleagues who have different areas of expertise, are from different cultures and generations, and embody different talents, experiences, and passions. If you ask our employees what keeps them excited about coming to work each day, you will hear that it is the people. Itis also our culture and the chance to be part of creating a better future through our work. We embrace a culture of teaching and learning through cross-mentoring that spans generations, disciplines, talents, and interests and we strive to give each person exposure to the widest possible array of experiences. We care intensely about our clients and each other, and we do our best to spark a spirit of creativity and excitement in everyone around us.. Want to know what it is like to work at Little? Check out our video! https://vimeo.com/851727160/a5897aa234 If this sounds like an opportunity that would be exciting for you, please send a letter of interest, your resume and portfolio for review. Little is an equal opportunity employer. In accordance with anti-discrimination law, Little prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Little is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact careers@littleonline.com or a member of our HR Team Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor 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. 41 CFR 60-1.35(c)