Administrative Assistant - Front Desk

Community College Preparatory Academy; Washington (District of Columbia); On-site; USD 55,000 - 85,000; Full time

Job summary

Community College Preparatory Academy in Washington, DC seeks an Administrative Assistant — Human Resources and Compliance to provide precise administrative support for HR and compliance workflows. You will maintain confidential files, coordinate onboarding and interviews, track deadlines, and assist audits and policy distribution in a campus-based, full-time role.

Reporting to the HR Director and Compliance Officer, the position offers a salary band of $50,000–$80,000 annually and a

Qualifications

• High school diploma or equivalent required.
• At least two years of administrative, customer-service, or program-support experience.
• Ability to maintain confidential records with discretion.
• Experience with HRIS or payroll systems preferred.

Responsibilities

• Coordinate interview logistics, onboarding records, training schedules, notices, and routine employee requests.
• Maintain organized, access-controlled personnel and compliance files under retained practices.
• Track recurring deadlines, certifications, acknowledgments, checks, and corrective-action evidence.
• Prepare standard letters, logs, reports, and meeting materials using approved templates.
• Route sensitive questions to the appropriate decision-maker and support audits and policy distribution.

Skills

Administrative support

HR coordination

Customer service

Documentation

Education

High school diploma or equivalent

Associate degree or credential (preferred)

Tools

ADP

BackgroundChecks.com

Guardian

Transamerica

LinkedIn

Willo

DocuSign

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

CEO FullTime Washington, DC, US

Salary Range: $55,000.00 To $85,000.00 Annually

Community College Preparatory Academy

Administrative Assistant — Human Resources and Compliance

Department:People and Culture / Enterprise and Administration

Reports to:Human Resources Director and Compliance Officer

Status:Full-time; nonexempt

Location:Washington, DC / campus based

Salary band:$50,000–$80,000 annually

Supervisory responsibilities:No direct reports. Receives priorities from both the Human Resources Director and Compliance Officer and may coordinate records, schedules, and project workflow without exercising formal personnel authority.

Our mission

Community College Preparatory Academy (CCPrep) creates an innovative and rigorous learning environment for adults who are under-credited or have aged out of traditional K–12 pathways. We respond to each learner’s strengths and barriers while preparing students for employment, postsecondary education, industry credentials, and lifelong learning.

The opportunity

Provide careful administrative support for people and compliance processes where accuracy, timeliness, and confidentiality are essential.

Why this role matters for students

Reliable files, reminders, onboarding steps, and compliance evidence help employees begin successfully and protect stable services for students.

Cognia connections Culture of Learning, Leadership for Learning, Engagement of Learning, and Growth in Learning | Standards 1–2, 5–7, 11, 13, 15, 17, 24, 26, 29. These responsibilities apply within this position’s assigned authority.

• Coordinate interview logistics, onboarding records, training schedules, notices, and routine employee requests.
• Maintain organized, access-controlled personnel and compliance files under approved retention practices.
• Track recurring deadlines, certifications, acknowledgments, checks, and corrective-action evidence.
• Prepare standard letters, logs, reports, and meeting materials using approved templates.
• Route sensitive questions to the appropriate decision-maker without offering unauthorized advice.
• Support audits, monitoring requests, policy distribution, and records reconciliation.
• Coordinate staff learning and onboarding records that identify the learner needs addressed, required follow-up, and evidence requested by responsible supervisors.
• Maintain organized evidence of assigned Cognia-related training and corrective actions; flag missing or overdue records for the accountable owner.
• Provide accessible, confidential administrative service and route accommodation or learner-access concerns to authorized staff.
• Provide fair, respectful, and confidential support for staff systems; coordinate onboarding, training, and collaboration records that help qualified personnel strengthen professional practice.
• Maintain reliable HR and compliance structures through changing conditions and route workforce or resource needs to accountable leaders.
• Process and reconcile assigned workflows in approved HR, payroll, background-screening, benefits, recruiting, electronic-signature, and compliance systems—such as ADP, BackgroundChecks.com, Guardian, Transamerica, LinkedIn, Willo, and DocuSign—while following access, confidentiality, retention, and approval requirements.

What strong performance looks like

• Onboarding and required documentation are complete by established deadlines.
• Files and trackers are accurate, current, secure, and audit ready.
• Requests are acknowledged, routed, and followed through promptly.
• Confidential information is handled with consistent discretion.
• Specific annual targets and milestones will be established in the employee’s performance plan and aligned with the approved school operating plan.
• Training and improvement records are complete and traceable to responsible staff, deadlines, and supervisor follow-up.
• Sensitive requests are routed promptly and documented without unauthorized advice or disclosure.
• Service, training, and action records show equitable treatment, timely professional support, reliable processes, and follow-up by accountable leaders.
• Assigned system records match approved source documents, required steps and acknowledgments are complete, access is appropriate, and discrepancies are escalated before deadlines.
• High school diploma or equivalent; additional education or job-related training is valued.
• At least two years of relevant administrative, customer-service, technical, or program-support experience.
• Reliable follow-through, sound judgment, respectful communication, and ability to maintain accurate and confidential records.

Preferred qualifications

• Experience with an HRIS or payroll platform and with recruiting, screening, benefits, training, electronic-signature, or compliance-tracking systems; ADP experience is preferred.
• Associate degree or recognized job-related credential.
• Experience supporting adult learners or working in a school, nonprofit, workforce, or community-service environment.
• Proficiency with commonly used office, student-information, or service-management systems.

Core ways of working

• Centers adult learners, values their backgrounds and abilities, and respects their voice and choices.
• Communicates clearly, follows through, and raises risks early.
• Uses evidence, protects confidentiality, and documents work so others can rely on it.
• Collaborates across units and uses resources responsibly.
• Uses feedback and role-appropriate evidence to test improvements, apply professional learning and review results.

Work environment and essential capabilities

Campus-based work involving regular computer and telephone use, frequent interaction with students and staff, and movement among work areas. Some evening or special-event coverage may be required. Essential duties must be performed with or without reasonable accommodation.

Application and employment conditions

CCPrep provides equal employment opportunity without regard to any characteristic protected by federal or District of Columbia law. Qualified applicants and employees may request reasonable accommodation for the application process or to perform essential job functions. Any required background, credential, driving-record, or employment-history review will occur in accordance with applicable law and at the appropriate stage of the hiring process. Employment may be contingent on satisfactory completion of job-related screening.

This description identifies the role’s principal responsibilities and essential functions. It does not create an employment contract and may be revised to reflect lawful, mission-related organizational needs. Related duties may be assigned when consistent with the role’s purpose and qualifications.