Temp EA

Provide comprehensive administrative support to Managing Director, Kate Thatcher, and to the senior leadership team in our New York studio.
Coordinate and manage calendars, including scheduling meetings, appointments, and travel arrangements, while ensuring optimal time management and prioritization.
Serve as the primary point of contact for internal and external stakeholders, screen and direct phone calls, emails, and correspondence, and respond on behalf of the senior leader when necessary.
Prepare agendas, materials, and presentations for meetings, take meeting minutes, and distribute them to relevant parties when necessary.
Arrange meeting logistics, including booking venues, coordinating catering, and setting up audio-visual equipment.
Arrange travel arrangements, including flights, accommodations, and ground transportation, for senior leaders and occasionally other team members as required.
Draft, proofread, and format reports, presentations, and other business documents. Handle sensitive and confidential information with the utmost discretion and professionalism.
Review, track, and reconcile expense reports, ensuring adherence to company policies and procedures.
Assist with special projects, research initiatives, and ad hoc tasks as assigned by the senior leaders, demonstrating flexibility and willingness to go above and beyond.
Provide support to the Talent Manager and/or Office Coordinator. Provide general administrative support, including filing, data entry, organizing documents and other tasks as required.
Software
Advanced knowledge of Microsoft Office (Word, Excel, Outlook, and PowerPoint)
Adobe In-Design (Preferred, not required)
Associate or bachelor's degree preferred
Medical, dental, and vision insurance

• Short- and long-term disability (STD/LTD)
• Life insurance
• 401(k) retirement plan
• Our employee experience is enriched by a hybrid and flexible work environment, enabled by advanced technology and collaborative tools. Performance-based bonuses

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. 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."

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.
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.
No phone calls please.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities