Senior Graphic Designer

Common and Baseline Responsibilities

• Manages graphic design-related marketing efforts from concept to delivery, creating original artwork, and/or reviewing drafts from other team members to ensure the highest quality.
• Creates and maintains digital and print marketing collateral that builds brand presence internally and externally.
• Generates fresh concepts that adhere to the firm’s brand guidelines.
• Promotes the vision of the firm through high-quality graphic content.
• Manages and reviews graphics for external communications for social media campaigns, e-mail campaigns, and microsites while adhering to the firm’s brand guidelines.
• Develops presentations and marketing collateral for internal and external needs.
• Coordinates specialized printing with production consultants.
• Self-checks work for accuracy, omissions, and legibility.
• Effectively communicates and is an active participant in team meetings and making decisions.
• Equally able to work independently with minimal direction and collaboratively with others.
• Eager to receive constructive criticism and adapts concepts to incorporate feedback.
• Able to prioritize tasks and manage multiple projects simultaneously to ensure quality and on-time delivery.
• Passionate about discovering new trends, tools, and technology in graphic design and UI/UX and applying them within a brand.
• Communicates ideas and thoughts in a way that inspires others.
• Effectively coordinates with partners and consultants.
• Depending on studio needs, Sr. Graphic Designers may be billable and work on client project needs.
• Supports firmwide initiatives.
• Performs any other related tasks as needed.
• Demonstrated graphics skills with portfolio of printed and/or electronic materials.
• Expert in Adobe Creative Cloud and Microsoft.

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

Proficiencies

• Details/impeccable design eye
• Typographic hierarchy
• Grid-based layouts
• Critical thinking
• Clear and concise communication
• Listening
• Creativity/innovation within brand
• Prioritizing/time management
• Self-starting
• Collaboration
• Multi-tasking
• Print production
• Brand standards
• Digital production

Software

• Adobe Creative Cloud (InDesign, Photoshop, Illustrator, CC libraries, etc.)
• OpenAsset (or similar)
• Microsoft Suite (Word, PowerPoint, etc.)
• Wordpress
• Squarespace
• Mailchimp (or similar e-mail campaign platform)
• After Effects, Premiere Pro, or other video editing software
• Licensure/Certifications/Education
• Bachelor’s Degree in Communications, Marketing, Advertising, Public Relations or any other related field required
• SMPS (preferred not required)
• LEED GA (preferred not required)

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).

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.