Data Coordination Intern

The Data Coordination Intern will help maintain database systems and records across a range of applications and data sources for our this job your duties are to perform data entry organize information and analyze data usage by other members of the organization. The Data Coordination Intern is responsible for various internal data sets including Customer Relationship Management (CRM) Data Asset Management (DAM) systems and Enterprise Resource Planning (ERP). This is a hybrid position that is located in our Chicago studio. This is a 3-month engagement beginning at the start of June till the beginning of fall. Location: Perkins&Will Chicago studio.

DUTIES:

• Update data records resolve data conflicts generate reports monitor data changes on a weekly basis.
• Provide quality assurance by analyzing and verifying data entered into the firms database systems.
• Conduct regular audits of internal systems to ensure the integrity of the data. Work with cross-functional teams to resolve data conflicts.
• Ensure compliance with data protection and that best business practice is followed with regards to use and maintenance of data stored.
• Research and process data change requests and follow up with users as necessary.
• Perform other job-related duties as assigned.

QUALIFICATIONS:

• No prior experience required
• Minimum Education: Bachelors degree in a related discipline (pursuing or achieved).
• Strong knowledge of Microsoft Excel.
• Excellent organizational skills.
• Ability to manage multiple priorities and tasks.
• Proven customer service orientation combined with the ability to work well with others.
• Quick analytical thinker.
• Ability to effectively communicate complex concepts.
• Ability to learn and master new platforms quickly.

Salary Range 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 candidates 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 the time of posting this job advertisement commensurate with qualifications the hourly pay range for this position in Chicago is between $22/hr and $27/hr.

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.âBy 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.â

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 Companys 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 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 contractors legal duty to furnish information.

Required Experience:

Intern