Graphic Designer

The Warhol is one of the four Carnegie Museums of Pittsburgh, and a collaborative project between Carnegie Institute, Dia Art Foundation, and The Andy Warhol Foundation for the Visual Arts, Inc. Plans to house The Warhol in Pittsburgh were announced in 1989, and the museum opened its doors during a 24-hour celebration on May 13, 1994. Originally built in 1911 as a distribution center for products sold to mills and mines, The Warhol was redesigned by architect Richard Gluckman and features seven floors of gallery and exhibition space as well as an underground level that houses The Factory education studio and the conservation lab. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.

This Full-Time position is eligible for the Carnegie Museums of Pittsburgh’s many Benefits.

Please scroll to the bottom of this page to see information on the starting pay rate.

This is a union position.

The Graphic Designer is responsible for all aspects of internal graphic design projects undertaken by The Andy Warhol Museum and The Pop District, helping to define and translate The Warhol’s brand across a wide range of visual materials throughout the museum and The Pop District campus. Primarily responsible for ongoing and special graphic design tasks related to the museum’s exhibitions and galleries, such as titling, donor recognition, labels, and wayfinding as well as across The Pop District campus. Undertakes graphic design projects for special exhibitions as determined by Director of Publications. Additionally, the graphic designer will help develop publications, marketing and promotional materials, flyers, templates, posters, signage, e-newsletters, and other collateral.

QUALIFICATIONS

EDUCATION AND EXPERIENCE

• Minimum of four years of progressively responsible graphic design experience in a museum, agency, or interdisciplinary design firm. A combination of related training, education, and/or experience will be accepted. This individual should have experience working closely with production; and collaborating with designers and producers.
• Expert command of Adobe Creative Suite (primarily Photoshop, Illustrator, and InDesign), and the ability to communicate rough concepts through digital or hand sketches. Comfort designing for print or digital formats. Familiarity with digital asset management software and project management programs as well as with spatial design and construction, using 3D design tools such as Sketch-up, and reading floorplans is a plus.

KNOWLEDGE, SKILLS, AND ABILITIES

• DESIGN.
• Exceptional typographic skills and a strong visual aesthetic
• Expert knowledge of design and production methods
• Ability to quickly visualize design concepts; articulate in presenting design ideas and providing input to others; eager and open to questions and input from a range of stakeholders.
• An understanding of multiple design disciplines
• Commitment to user-centered design and demonstrated knowledge of accessibility guidelines.
• PLANNING. Highly organized and detail-oriented with ability to prioritize tasks, anticipate and manage conflicting deadlines (for themselves and others), coordinate complex and overlapping project schedules.
• COLLABORATION. Genuine excitement for collaboration with colleagues across numerous departments (and museums)—and for playing a key role in fostering an inclusive, collaborative culture. An interest in learning from the experiences of others is critical.

PHYSICAL REQUIREMENTS

• The staff sits is in a non-confined office-type setting in which they move about at will. The environment for this position is clean and comfortable but includes minor annoyances such as noise, odors, drafts, etc. In the course of performing this work, the incumbent:
• Will spend substantial time utilizing the computer.
• Will spend time in exhibition galleries and storage closets as needed.
• May lift up to 25 lbs. Periodically.
• Operate a computer using Adobe Creative Suite (primarily Photoshop, Illustrator, and InDesign), and Microsoft Office.

PRINCIPAL ACCOUNTABILITIES

• Oversees and manages the design and production of all internal print publications, building and gallery signage, graphics and labels as well as special graphic design projects for the museum and The Pop District.
• Meets regularly with museum staff, independent contractors, and vendors to determine project scope, review specifications, checks proofs, and coordinate flow of all graphic design projects through the production and delivery phases.
• Works in conjunction with the Director of Publications to evaluate and select independent design contractors, photographers, and outside vendors (printers, sign fabricators, etc.).
• Provide editing and proofing assistance for in-gallery text and labels.
• Identifies wayfinding, building and campus signage, and print collateral that needs to be updated or replaced.
• Determines and communicates the scope, challenges, and best method of production to meet the project’s goals, deadlines, and budget.
• Researches materials and vendors, and obtains quotes for services as required.
• Coordinate across departments to ensure designs are consistent with the museum’s voice and is in compliance with established style guides.
• Assists department head in establishing workable and efficient design and production schedules. Anticipates and communicates information about deadlines, budgets, potential conflicts and delays in projects to appropriate staff and outside consultants.
• Oversees the design and delivery of AWM’s e-newsletters.
• Assists various museum departments in creating templates for ads, decks, and other collateral.
• Maintains accurate, current, and complete archival design files for the department in accordance with museum standards.
• Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

• GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.