Managing principal - healthcare

Perkins&Will Seattle is seeking a Managing Principal to lead major healthcare projects and support the growth of our healthcare practice. This role partners with design, technical, and project management leaders to drive project success, client satisfaction, financial performance, and business development. With a minimum of 15 years of experience, the ideal candidate will be an effective leader and strategic thinker, capable of shaping and executing a vision for the practice aligned with studio and firmwide practice initiatives.

RESPONSIBILITIES

• Partner with the Design Principal, Project Manager, and technical leadership to establish and execute project strategy, ensuring design excellence, client satisfaction, team engagement, financial performance, and alignment with research, sustainability, and JEDI principles.
• Collaborate with studio and firmwide leaders to integrate multidisciplinary expertise and resources into project delivery.
• Drive business development efforts by cultivating client and partner relationships, supporting pursuits, and contributing to marketing and growth strategies aligned with firm goals.
• Provide strategic leadership for project planning and execution, including consultant selection, negotiations, contracting, staffing, and resource planning.
• Guide project teams through all phases of work, ensuring coordination among design, technical, project management, and sustainability leadership.
• Oversee project financial performance, including budgeting, profitability, invoicing, collections, scope management, and resolution of financial issues.
• Manage project risk through proactive contract review, legal coordination, and adherence to firm policies and procedures.
• Monitor project schedules, staffing, consultant performance, and overall progress to ensure timely delivery and exceptional quality.
• Lead, mentor, and develop project teams while fostering collaboration, accountability, and professional growth.
• Maintain strong client relationships through regular communication, negotiations, presentations, site visits, and effective issue resolution.
• Support marketing, sales, and industry engagement initiatives, representing the firm within the healthcare market and broader business community.
• Ensure effective communication and coordination among clients, consultants, and internal teams throughout the project lifecycle.
• Resolve project-related challenges and escalate issues that may impact project success, client satisfaction, or firm performance.
• Accountable for project quality, client service, profitability, and successful outcomes across assigned engagements.

EDUCATION & EXPERIENCE

• 15+ years of experience
• Architectural license, NCIDQ preferred or LARE as appropriate
• Professional Degree in Architecture, Interior Design, or another design-related field
• 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

PROFICIENCIES

• 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

SOFTWARE

• Deltek/Vision
• Project management applications and tools
• Knowledge of Microsoft Outlook, Word, Excel, PowerPoint

Compensation & Benefits

At Perkins&Will, 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, the annual pay range for this position is between $175,300 and $257,700 commensurate with qualifications. In addition, we provide a comprehensive benefits package for full time employees including, medical, dental, vision, FSA/HSA accounts, 401k with employer match, PTO and paid holidays, short-term and long-term disability, paid parental leave, commuter benefits, life insurance, and learning and development opportunities.

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.