Job Description
Design and execute highly curated internal events that bring together practice leaders for knowledge sharing, strategic alignment, and relationship building. Create branded experiences that reflect the firm's design excellence while fostering collaboration and intelligence sharing across global markets and practice areas.
Event Design & Execution - Develop annual practice calendar aligned with business priorities and practice needs
- Curate content themes that drive strategic conversations and knowledge exchange
- Collaborate with practice leaders to identify priority topics and learning objectives
- Manage all aspects of event logistics including venue selection, catering, materials, and technology
- Develop creative event formats (workshops, salons, design thinking sessions, site visits)
Brand & Experience Standards - Maintain high standards for event design, materials, and overall experience quality
- Ensure all events reflect the firm's commitment to design excellence and innovation
- Develop and maintain event brand guidelines and templates
- Create memorable moments that reinforce firm culture and values
Operations & Analytics - Manage event budgets and vendor relationships
- Coordinate with external vendors, venues, and partners to deliver exceptional experiences
- Track event success metrics including engagement, satisfaction, and business impact
- Maintain event databases and systems for planning and follow-up
- Continuously improve event processes and participant experience
Required Qualifications - Undergraduate degree in Event Management, Marketing, Communications, or related field
- 5+ years of experience in corporate event planning and execution
- Strong project management skills with ability to manage multiple events simultaneously
- Excellent vendor management and negotiation skills
- Experience with high-end, executive-level events and hospitality
- Strong aesthetic sensibility and attention to design details
- Proficiency in event management software and project planning tools
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.
Depending on the location, the annual pay salary range for this position, is between
$75,000 and
$90,000 , commensurate with qualifications.
Benefits: medical, dental, vision, wellness, LTD, Life Insurance, 401k, PTO - Equal Employment Opportunity Statement
Perkins&Will has established and adopted an Equal Employment Opportunity 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.
Job Tags
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