Administrative Assistant - Carolina Nephrology

Job Title: Administrative Assistant

Job Type: Full time (In-person position)

Location: 203 Mills Avenue Greenville, SC 29605

Schedule: Monday-Friday 9:00-5:00pm

Job Summary

Promotes a professional practice image by effectively carrying out a range of administrative and business duties intended to support the Administrative Services Manager and other administrative staff.

Responsibilities

• Provides support to the Administrative Services manager to ensure efficient office operations.
• Works closely with other administrative staff and supports other colleagues as needed.
• Responds to emails and other digital queries and correspondence.
• Drafts and edits letters, reports, and other documents.
• Inputs and updates information in databases and spreadsheets.
• Coordinates logistics for meetings, including room setup and catering.
• Operates and maintains office equipment, including printers, copiers, and fax machines.
• Works with maintenance staff and outside vendors.
• Supply management and inventory control.
• Ensures that deadlines are met and adapts to changing priorities.

Qualifications

• Knowledge of office management systems and procedures. Proficient in MS Office.
• Excellent time management skills and ability to multitask and prioritize work.
• The ability to complete tasks thoroughly, accurately, and consistently.
• Interpersonal skills, professional and courteous demeanor, excellent office and phone etiquette.
• Ability to work well under pressure and navigate multiple deadlines.
• Proactive approach to problem-solving and process improvement.
• Ability to work well independently and in collaboration with Administrative Services Manager.

Benefits

• $16.00-$18.00 per hour
• 401(k)
• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Requirements

• Previous experience as an administrative assistant or similar role.
• High school diploma or equivalent.

All offers of employment at Carolina Nephrology, PA are contingent upon clear results of a thorough background check. Background checks will be conducted on all final candidates and on all employees who are promoted, as deemed necessary.

Background checks will include:

• Social Security Verification: validates the applicant's Social Security number, date of birth and former addresses.
• Prior Employment Verification: confirms applicant's employment with the listed companies, including dates of employment, position held and additional information available pertaining to performance rating, reason for departure and eligibility for rehire. This verification will be run on the past two employers or the previous five years, whichever comes first.
• Personal and Professional References: calls will be placed to individuals listed as references by the applicant.
• Educational Verification: confirms the applicant's claimed educational institution, including the years attended and the degree/diploma received.
• Criminal History: includes review of criminal convictions and probation. The following factors will be considered for applicants with a criminal history:
• The nature of the crime and its relationship to the position.
• The time since the conviction.
• The number (if more than one) of convictions.
• Whether hiring, transferring or promoting the applicant would pose an unreasonable risk to the business, its employees or its customers and vendors.

Procedure

Final candidates must complete a background check authorization form and return it to Human Resources.

Human Resources will order the background check upon receipt of the signed release form, and either internal HR staff or an employment screening service will conduct the checks. A designated HR representative will review all results.

The HR representative will notify the hiring manager regarding the results of the check. In instances where negative or incomplete information is obtained, the appropriate management and the director of Human Resources will assess the potential risks and liabilities related to the job's requirements and determine whether the individual should be hired. If a decision not to hire or promote a candidate is made based on the results of a background check, there may be certain additional Fair Credit Reporting Act (FCRA) requirements that will be handled by Human Resources in conjunction with the employment screening service (if applicable).

Background check information will be maintained in a file separate from employees' personnel files for a minimum of five years.

Carolina Nephrology, PA reserves the right to modify this policy at any time without notice.