Administrative Assistant/ Project Coordinator

Common and baseline responsibilities of an Administrative Assistant/ Project Coordinator , include but are not limited to:

• Provides project support to Project Managers and Principals of different practice areas.
• Assists Principals and Project Managers in creating consultant agreements and/or Owner/Architect agreements using AIA software.
• Analyzes data related to projects (staffing, timelines, etc.)
• Works with Project Manager to keep staffing data up to date.
• Updates client contracts with negotiated terms and incorporates edits.
• Submits client contracts to legal department for review and tracks review process.
• Sends correspondence to Consultants and General contractors.
• Requests Certificate of Insurance certificates from legal department.
• Assist the Director of Operations/Project Managers with administrative tasks.
  
  

Based on local studio needs, the Administrative Assistant/ Project Coordinator may also perform the following tasks:

• Assists studio leaders with travel arrangements and/or expense reports.
• Organizes and schedules meetings and appointments related to projects and areas of practice.
• Orders lunches and sets up for internal meetings and client meetings.
• Supports front desk operations when needed, including answering phones, receiving, and distributing deliveries or correspondence.
  
  

Skills

• Effective verbal, written communication and organizational skills.
• Strong attention to detail and excellent time management skills.
• Proven ability to execute tasks and able to work independently.
• Comfortable with analysis data and administrative tasks.
  
  

Software

• Knowledge of Microsoft Outlook, Word, Excel, Power Point.
• Deltek.
  
  

Licensure/Certifications/Education

• Bachelor’s degree preferred but not required
  
  

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.