IT Intern

Key Responsibilities:Respond to service requests via ticketing system, email, or phone in a timely mannerProvide Level 1 support for:Windows and macOS devicesMicrosoft 365 applications (Outlook, Teams, OneDrive, SharePoint)Basic network connectivity issues (Wi-Fi, VPN)* Assist with hardware setup and deployment:* Laptops, monitors, peripherals, mobile devicesPerform account-related tasks:Password resetsUser account provisioning/deprovisioningDocument issues, resolutions, and procedures in the ITSM/knowledge baseEscalate unresolved issues to senior IT staffSupport onboarding/offboarding processes for employeesAssist with asset tracking and inventory managementParticipate in IT projects and continuous improvement initiativesQualifications:No prior experience requiredMinimum Education: Bachelor's 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 InformationWe 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 hourly pay for this position in Chicago and North Carolina is $24/hour.Justice, Equity, Diversity & InclusionAt 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 StatementPerkins&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 ProvisionPerkins&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.