Digital Practice Specialist II

The Digital Practice Specialist II role is a role in the Digital Practice career and is designed to cultivate digital practice leaders at Perkins&Will. From foundational support to strategic digital innovation, these roles drive project excellence, technological fluency, and firmwide transformation. This intermediate role builds on the Specialist I position, taking on greater responsibility in advancing digital design and delivery strategies across multiple projects in the studio and assisting the studio Digital Practice Manager in developing and applying best practices. Advanced proficiency in digital workflows with a focus on optimizing processes and developing intermediate customizations to improve project outcomes.

Common and Baseline Responsibilities as a Digital Practice Specialist II include:

• Works closely with and reports to the studio's Digital Practice Manager to develop and implement strategies across multiple projects that improve efficiency, innovation, and delivery.
• Acts as a liaison between local teams and the firmwide Digital Practice group to promote the adoption of emerging tools, technologies, workflows, and standards.
• Demonstrates leadership in design technology and contributes to the growth of new business opportunities.
• Conducts training sessions and leads continuing education workshops.
• Delivers digital design assistance and troubleshooting to design teams, empowering more efficient design and delivery processes.
• Manages digital quality assurance processes to ensure consistency and excellence in modeling and application usage across the studio’s projects.
• Documents, refines, and shares effective workflows, standards, and use cases across the studio.
• Participates in the planning and execution of digital innovation initiatives at both the studio and firm level.
• Continuously expands expertise through research, vendor engagement, and involvement in the broader design technology community.

High-level Summary of Critical, Baseline Technical Skills and Certifications

Proficiencies

Proficiency In

• Ability to manage and support digital delivery across multiple projects.
• Strong problem-solving and critical thinking skills.
• Ability to communicate effectively (written, oral, and graphic), including the ability to present to internal audiences.
• Ability to collaborate with the studio Digital Practice Manager and team members.
• Eagerness to learn and develop new design technologies and workflows.
• Strong attention to detail and ability to work independently or with limited supervision.

Software

Advanced Software Proficiency

• Revit
• Rhino / Rhino.Inside
• Visualization tools (e.g., Enscape, Lumion, Adobe CC)
• Data tools (e.g., Excel, Power Query)
• Analysis & simulation tools (e.g., Climate Studio)
• Computational design & scripting (e.g., Grasshopper, Python)
• Other applications in Perkins&Will’s design technology suite

Licensure / Certifications / Education

• Bachelor’s Degree in a related field required.
• 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/CPHD, or ILFI Living Future Accreditation), preferred.

Active involvement in AXP or starting the ARE Process, preferred.

Requirements

To join us, you should have:
3-6+ years of experience.

How to Apply:

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).

Salary and Benefit 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 Minneapolis is between $74,700 and $95,400.

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

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. 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. 

"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.