Transit Director Jobs in Spring, TX (NOW HIRING)

Perkins&Will is seeking an accomplished, dynamic, and motivated Regional Practice Leader and Market Builder for Transit and Transportation Architecture in the US Central Region, with a functional role as Managing Principal. This senior leadership opportunity focuses on shaping, growing, and leading the firm’s transit architecture practice across the Central Region, while remaining directly engaged in the leadership and delivery of complex, highprofile transit and transportation projects.

This role is designed for a licensed architect who brings deep market credibility and a proven ability to grow business, build highperforming teams, and deliver design and delivery excellence. As Regional Practice Leader, you will set the market strategy for transit architecture in the US West, guiding business development, pursuit strategy, and longterm client relationships. In parallel, as Managing Principal, you will provide senior project leadership and accountability on key work—ensuring excellence in design quality, client experience, financial performance, and risk management. 

The position is fundamentally about regional market leadership: building trust with publicsector clients and transit agencies, influencing decisionmakers, and guiding strategic pursuits—while maintaining rigorous standards for delivery and stewardship. The role is outwardfacing and relationshipdriven, requiring deep familiarity with Central Region transit agencies, funding and delivery models, and complex stakeholder environments. 

The primary focus of this role is to build and grow Perkins&Will’s transit station architecture business, leveraging integrated, multidisciplinary capabilities across the firm and through Sidaraaffiliated partners, including Nelson\Nygaard Consulting Associates and TYLin. 

We are seeking an individual with at least 15 years of professional experience, preferably in the private consulting sector. The ideal candidate has a demonstrated track record of growing a highimpact, highquality transportation design practice, strong client and industry relationships in the US West, and a deep commitment to equity, diversity, and inclusion. 

Role & Key Responsibilities

Practice Leadership, Strategy, and Growth 

• Develop and drive a regional strategic business plan for transit architecture in collaboration with the Firmwide Practice Leader, Regional Director, Studio Managing Directors, and Studio Practice Leaders. 

• Guide studios in shaping Strategic Action Plans (SAPs), sales strategies, and investment priorities aligned with firmwide objectives. 

• Lead client engagement, business development, and strategic pursuits, including capture planning, teaming strategies, and execution. 

• Make informed go/nogo decisions and shape longterm account strategies to grow a sustainable regional practice. 

Managing Principal – Project & Client Leadership 

• Provide senior leadership and accountability on select transit and transportation projects from concept through construction and, where applicable, operations. 

• Serve as a trusted advisor to clients, bringing sound business judgment and strategic oversight to complex projects. 

• Ensure excellence in design quality, client experience, financial performance, and risk management. 

• Work closely with Design Principals, Project Managers, and technical leaders to translate practice vision into successful project outcomes. 

Talent Development & Succession 

• Partner with studio and regional leadership on strategic hiring, succession planning, and leadership development. 

• Leverage regional talent effectively across pursuits and project delivery. 

• Mentor emerging leaders and strengthen the regional leadership bench, building a diverse and sustainable talent pipeline. 

Thought Leadership & Market Presence 

• Advance Perkins&Will’s leadership in transit and transportation architecture through insights on industry trends, innovation, sustainability, and equity. 

• Collaborate with Marketing and Practice Leaders to elevate thought leadership, exemplar work, and individual expertise through external communications and media. 

Community Building & Design Excellence 

• Foster collaboration, shared learning, and alignment across studios and with other Regional Practice Leaders. 

• Champion a culture of Living Design excellence and innovation, ensuring the firm’s values are embedded across pursuits, projects, and public engagement. 

Qualifications

• Minimum 15 years of progressively responsible experience in transportation architecture 

• Bachelor’s or Master’s degree in Architecture 

• Active architectural licensure 

• Proven record of growing and leading a highimpact transportation architecture practice, including winning work and shaping markets 

• Strong network of relationships with transit agencies, partners, and community stakeholders in the US Central Region

• Demonstrated commitment to equity, diversity, and inclusion 

• Strategic mindset with the ability to balance longterm vision and nearterm execution 

• Excellent written, verbal, and interpersonal communication skills  

About You 

You are passionate about how transportation, infrastructure, and design can create more equitable, sustainable, and resilient communities. You bring strategic insight, market credibility, and collaborative leadership to complex publicsector environments, and you are energized by building teams, strengthening client partnerships, and delivering meaningful, lasting impact.  

Qualified and interested candidates should submit a resume and work samples. Include your resume and a compact, representative sample of your work.

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 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, commensurate with qualifications, the annual pay salary range for this position in the areas posted is between $165,000 and $200,000.

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."

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.