Job Details

The Seattle Studio Talent Manager serves as a trusted advisor to studio leadership with core responsibilities to include all aspects of championing the office talent strategy, culture and brand.

Responsibilities include but are not limited to:

• Partners with leadership team to develop and execute talent strategies as it relates to current and future talent needs.
• Leads talent processes including recruitment, on-boarding, employee relations, compensation guidance, routine benefits administrative support, career path development, performance management guidance, employee recognition, record keeping and administration.
• Manages the talent acquisition process including collaborating with leadership of various practices to understand skills and competencies required for open positions, recruiting, interviewing, negotiating with candidates and executing offers.
• Provides support, guidance and mentorship to employees and management on how to provide feedback, navigate difficult conversations, and mediate conflict.
• Partners with leadership teams to ensure equity in all talent processes to produce equitable outcomes in support of firmwide JEDI goals.
• Ensures compliance with local and federal legislation relating to employment standards.
• Oversight for HRIS maintenance and establishing a social media presence to convey our brand, people and stories to attract new talent.
• Demonstrates excellent interpersonal and customer service skills.
• Checks work for accuracy, omissions, and legibility and works with Corporate HR to implement company policies.

Education:

• Bachelor's degree in Human Resource Management or related field

Experience:

• 10+ years of experience in Human Resources. A/E/C industry experience preferred.
• Proficient skills in Microsoft Suite including Teams.
• Exceptional interpersonal skills, with ability to assess, guide, and influence solutions.
• Excellent communication skills, both written and verbal to be clear and concise.
• Experience with data analysis and compliance.
• Experience using UKG Pro or similar HRIS products.
• Recruitment outreach, interviewing and selection experience.

Compensation:

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. At the time of posting this job advertisement, the annual pay salary range for this position is between $108,900 and $160,100, commensurate with qualifications.

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.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

The contractor 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. 41 CFR 60-1.35(c)