Project Manager III, Facilities Integration

The Facilities Integrating Project Manager III is accountable for leading the most complex and significant Facilities initiatives. This is a hybrid position, 60% onsite. Role Overview The Integrating Project Manager is the strategic architect of project harmony. You aren’t just managing a timeline; you are synthesizing three distinct worlds— Operations, Construction, and Technology —into a single, high-performing environment. Your mission is to eliminate the "silo effect" by providing high-touch Integrating and Transition Management Services . You will ensure that by the time a project is handed over, the technology is seamless, the construction is sound, and the operations team is ready to get started on Day 1. You will work in partnership with a construction project manager and IT project manager to develop a cohesive and comprehensive project plan and schedule. A Day in the Life On any given day, you might find yourself: Facilitating "Integration Workshops" with architects, IT leads, clinical operations leaders and facility managers to ensure the building's digital backbone supports its physical footprint. Mediating conflicting requirements , such as adjusting construction schedules to accommodate complex hardware installations without delaying the operational "go-live." Developing Transition Roadmaps that guide a project from the messy reality of a construction site to a polished, fully operational environment. Advocating for Inclusivity , ensuring that project plans reflect the diverse needs of all end-users and stakeholders. Key Responsibilities Unified Strategy: Develop and execute a project charter that aligns operational, construction, and technology goals from the pre-planning phase. Transition Management: Lead the "Ready-for-Business" workstream, managing everything from staff training and process documentation to final systems integration. Stakeholder Synergy: Serve as the primary point of contact for diverse teams, translating "technical-speak" into "operational-impact" and vice versa. Risk Mitigation: Identify potential friction points between construction constraints and technological requirements before they become costly change orders. What You bring: The "Integrated" Mindset: A proven ability to look at a project holistically rather than as a series of disconnected tasks. Cross-Disciplinary Literacy: You speak the languages of construction (blueprints, MEP), technology (network infrastructure, systems integration), and operations (workflow optimization). Inclusive Leadership: A natural ability to bring people together, foster collaboration, and ensure all voices are heard in the planning process. Experience: 7+ years in Project Management, Construction Management, or Operational Readiness (ORAT), ideally in complex environments like healthcare, aviation, or corporate campuses. Why This Role Matters In traditional delivery, the "handover" is often a point of failure. In this role, you are the bridge that ensures the transition is a point of success. You create the Unified Project Experience that allows our organization to grow without the growing pains. Required Education and Experience Bachelor’s Degree or equivalent experience. At least seven (7) years senior-level project leadership experience leading large project teams on moderate-to-large scale projects (budget, impact, or time) full cycle from initiation to project close. Experience coordinating the work of vendors, consultants and other purchased services. Experience representing Department management in meetings with executive-level project or program stakeholders. Proven record of project completion through use of methodologies, including project and time management, team development, and status reporting. Knowledge of Lean concepts and methods. Required Credentials N/A. Preferred Bachelor’s or Master’s degree in health administration, business, or related field or Master’s certificate in project management. Project Management Professional (PMP) Certification. Healthcare background. Demonstrated successful experience leading complex change management in an organizational setting. Proven record of project completion through use of methodologies, including project and time management, team development, and status reporting. Supervisory/management experience. Lean, Six Sigma, Kaizen, or continuous performance improvement experience. Experience facilitating/presenting project management content. Coaching and/or consulting experience. Compensation Range $118,174.00 - $177,262.00 per year Salary Information This compensation range was calculated based on full-time employment (2080 hours worked per calendar year). Offers are determined by multiple factors including equity, skills, experience, and expertise, and may vary within the range provided. Disclaimer for Out of State Applicants This compensation range is specific to Seattle, positions located outside of Seattle may be compensated differently depending on various factors . Benefits Information Seattle Children’s offers a generous benefit package, including medical, dental, and vision plans, 403(b), life insurance, paid time off, tuition reimbursement, and more. Additional details on our benefits can be found on our website . About Us Hope. Care. Cure. These three simple words capture what we do at Seattle Children’s – to help every child live the healthiest and most fulfilling life possible. Are you ready to engage with a mission-driven organization that is life-changing to many, and touches the hearts of all? #HOPECARECURE Our founding promise to the community is as valid today as it was over a century ago: we will care for all children in our region, regardless of the families’ ability to pay. Together, we deliver superior patient care, advance new discoveries and treatments through pediatric research, and serve as the pediatric and adolescent, academic medical center for Washington, Alaska, Montana and Idaho – the largest region of any children’s hospital in the country. U.S. News & World Report consistently ranks Seattle Children’s among the nation’s best children’s hospitals. For more than a decade, Seattle Children’s has been nationally recognized in key specialty areas. We are honored to be one of the nation’s very best places to care for children and the top-ranked pediatric hospital in Washington and the Pacific Northwest. As a Magnet designated institution, we recognize the importance of hiring and developing great talent to provide best-in-class care to the patients and families we serve. Our organizational DNA takes form in our core values: Compassion, Excellence, Integrity, Collaboration, Equity and Innovation. Whether it’s delivering frontline care to our patients in a kind and caring manner, practicing the highest standards of quality and safety, or being relentlessly curious as we work towards eradicating childhood diseases, these values are the fabric of our culture and community. The future starts here. Our Commitment Seattle Children’s welcomes people of all experiences, backgrounds, and thoughts as this is what drives our spirit of inquiry and allows us to better connect with our patients and families. Our organization recruits, employs, trains, compensates, and promotes based on merit without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. The people who work at Seattle Children’s are members of a community that seeks to respect and celebrate all the qualities that make each of us unique. Each of us is empowered to be ourselves. Seattle Children’s is proud to be an Equal Opportunity Workplace and Affirmative Action Employer.