Practice Coordinator chez Perkins&Will

Coordinate the development, creation, and management of practice-specific collateral across the firm. Transform complex data insights into compelling written and visual narratives while maintaining the highest standards of design excellence. Oversee collateral coordination from multiple functions to ensure consistent brand application and messaging alignment.

Content Coordination & Creation
• Establish and maintain collateral management systems and processes across firm functions
• Coordinate content development timelines and approval workflows with multiple stakeholders
• Maintain centralized library of intelligence assets
• Collaborate with analysts to transform raw data into story-driven insights
• Design and layout of high-quality documents, reports, and presentations within brand standards
• Create infographics, data visualizations, and visual storytelling elements
• Ensure all materials reflect the firm's brand guidelines and design excellence
• Work with marketing team to align intelligence content with broader marketing strategies
• Collaborate with business development on strategic proposal support and client-facing materials
• Support practice leaders with customized intelligence presentations and reports
• Manage content calendars and publication schedules for intelligence outputs
• Be accessible to Firmwide Practice Leaders providing timely access to content and historical information.

Required Qualifications
• Undergraduate degree in communications, Graphic Design, Marketing, or related field
• 7+ years of experience in content creation, graphic design, or communications role
• Advanced proficiency in Adobe Creative Suite (InDesign, Illustrator, Photoshop)
• Excellent writing and editing skills with ability to adapt tone for different audiences
• Strong understanding of brand guidelines and application
• Experience with data visualization and infographic design
• Project management skills with ability to coordinate multiple stakeholders and deadlines

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.
 

Depending on the location, the annual pay salary range for this position, is between $75,000 and $95,000 commensurate with qualifications.

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

*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.