Senior Interior Designer - Workplace Design
- New York, New York, United States
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Overview
Sr. Interior Designer
(Salaried/Exempt Position)
We are looking for Design Leaders with 10-15+ years who are experienced in leading all aspects of the Design process from ideation to implementation guiding clients to innovative and successful outcomes. Leaders who will work closely with the principals and clients, directing a talented team and mentoring designers as part of the process. This is your opportunity to join a growing and exciting practice to build your career and be at the forefront of human-centric design.
Common and baseline responsibilities of an SR. INTERIOR DESIGNER, include but are not limited to:
Responsible for leading all phases of the design process with a high level of proficiency, expertise, and creativity while adhering to firm and project goals and standards of excellence in design, execution, and living design.
Initiates and creates detailed design concepts with ability to develop functional requirements and project-design criteria.
Exhibits understanding and leadership in the architectural design process and integration of standalone interiors projects and design concepts.
Leads interior design efforts and project teams including design direction and client engagement.
Uses graphic storytelling to advance the project delivery and scope.
Participates in marketing efforts, leads design presentations to prospective clients, and develops successful client relationships.
Prepares client presentation packages, external publications, and award submissions.
Reviews work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
Leads collaborative teams in design reviews, charettes, and pin-ups
.
Demonstrates strong and effective communication and direction which inspires high team performance and design ideas.
Mentors staff
.
Accountable for effective coordination
with clients, partners, and consultants
throughout the entire project .
Typical Years of Requisite Experience
:
10-15+
General Proficiencies (including, but not limited to)
:
BIM
Building codes and guidelines as applicable (ADA, FGI, etc)
Programming, planning, and site analysis
Preliminary design studies
Contract documents
Field observations and measurements
Life safety requirements
Furniture and interior product
Furniture bid packages
Construction contract administration
Cost estimates and calculations
Accessibility and zoning analysis
Documentation of Living Design data, including material health
Frequently Used Software
:
Advanced knowledge of 2D/3D Production Software
Advanced Revit
Microsoft Office
Conceptual modeling tools such as Sketch Up
Visualization tools such as Enscape and Lumion
Presentation Tools (Adobe Suite/Affinity, InDesign, Photoshop, Illustrator, etc.)
Licensure, Certifications and Education
Bachelor's degree in interiors, architecture or, related discipline required
NCIDQ preferred
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, CPHC/CPHE Passive House Institute Certified Passive House, or RELi AP within 6 months of hire.
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).
Please submit your files in pdf.
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, commensurate with qualifications, the annual pay salary range for this position in New York is between $104,300 and $153,300.
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.â¯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.â¯
"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.
(Salaried/Exempt Position)
We are looking for Design Leaders with 10-15+ years who are experienced in leading all aspects of the Design process from ideation to implementation guiding clients to innovative and successful outcomes. Leaders who will work closely with the principals and clients, directing a talented team and mentoring designers as part of the process. This is your opportunity to join a growing and exciting practice to build your career and be at the forefront of human-centric design.
Common and baseline responsibilities of an SR. INTERIOR DESIGNER, include but are not limited to:
Responsible for leading all phases of the design process with a high level of proficiency, expertise, and creativity while adhering to firm and project goals and standards of excellence in design, execution, and living design.
Initiates and creates detailed design concepts with ability to develop functional requirements and project-design criteria.
Exhibits understanding and leadership in the architectural design process and integration of standalone interiors projects and design concepts.
Leads interior design efforts and project teams including design direction and client engagement.
Uses graphic storytelling to advance the project delivery and scope.
Participates in marketing efforts, leads design presentations to prospective clients, and develops successful client relationships.
Prepares client presentation packages, external publications, and award submissions.
Reviews work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
Leads collaborative teams in design reviews, charettes, and pin-ups
.
Demonstrates strong and effective communication and direction which inspires high team performance and design ideas.
Mentors staff
.
Accountable for effective coordination
with clients, partners, and consultants
throughout the entire project .
Typical Years of Requisite Experience
:
10-15+
General Proficiencies (including, but not limited to)
:
BIM
Building codes and guidelines as applicable (ADA, FGI, etc)
Programming, planning, and site analysis
Preliminary design studies
Contract documents
Field observations and measurements
Life safety requirements
Furniture and interior product
Furniture bid packages
Construction contract administration
Cost estimates and calculations
Accessibility and zoning analysis
Documentation of Living Design data, including material health
Frequently Used Software
:
Advanced knowledge of 2D/3D Production Software
Advanced Revit
Microsoft Office
Conceptual modeling tools such as Sketch Up
Visualization tools such as Enscape and Lumion
Presentation Tools (Adobe Suite/Affinity, InDesign, Photoshop, Illustrator, etc.)
Licensure, Certifications and Education
Bachelor's degree in interiors, architecture or, related discipline required
NCIDQ preferred
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, CPHC/CPHE Passive House Institute Certified Passive House, or RELi AP within 6 months of hire.
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).
Please submit your files in pdf.
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, commensurate with qualifications, the annual pay salary range for this position in New York is between $104,300 and $153,300.
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.â¯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.â¯
"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.