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About the Role
The Secure Detention Administrative Assistant is responsible for administrative duties including being sociably interactive, maintaining sign in log, answering phones, directing, and tracking inquiries, uploading documents to agency intranet, data entry, editing and proofreading documents.
Responsibilities
- Responsible for administrative duties including being sociably interactive, maintaining sign in log, answering phones, directing, and tracking inquiries, uploading documents to agency intranet, data entry, editing and proofreading documents.
- Responsible for ordering supplies, upkeep and maintenance of office and office equipment, filing, shredding, photocopying, and scanning.
- Process and submit invoices including calling vendors for information and electronic submission.
- Assists with setting up training courses and confirming new hires are registered for the required training.
- Assist in assuring all training is completed and staff remain in compliance with training.
- Acts as a liaison with landlord for office space issues.
- Assist with hiring paperwork including hiring packets for new hires.
Requirements
- Minimum High School diploma/GED required.
- Minimum of 1-3 years of experience.
- Must have a valid driver's license.
- Ability to work with an economically and culturally diverse population.
- Administrative, customer services, or human services experience is a plus but not required.
- Must have a Valid Driver’s License with acceptable driving history to the Agency.
- Ability to work with economically and culturally diverse population.
Skills
- excellent written and oral communication skills
- data entry skills
Location
- Albany, NY
Work Type
- Full-Time
Experience Level
- 1-3 years
Education Level
- High School/GED
Salary/Compensations
- $22.25 - $23.75 Hourly
About the Company
- Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law.
- We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment.
- We seek to attract talented people from a diverse range of backgrounds and cultures.
- As a federal contractor, Together for Youth 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.
- 41 CFR 60-1.35(c)
Equal Opportunity
- Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law.
- We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment.
- We seek to attract talented people from a diverse range of backgrounds and cultures.
- As a federal contractor, Together for Youth 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.
- 41 CFR 60-1.35(c)