Hunton Andrews Kurth LLP, a global law firm, is actively recruiting an HR/Administrative Assistant. This position performs administrative work of a highly confidential nature; works closely with all levels of firm administration to support various firm, local office and human resources initiatives.
The Assistant provides direct administrative support to the Atlanta Office/HR Administrator and HR Director. May assist with occasional coverage for reception.RequirementsA High school diploma or equivalent and two years administrative work experience in a professional services organization or law firm preferred. Experience with MS Word required and other MS Office Suite applications is a plus.
Other Minimum Qualifications:
Minimum accurate typing of 45 wpm, excellent word processing skills and ability to pay strict attention to detail.
Spelling, punctuation and use of grammar must be of high quality. Ability to work well under pressure, patience, diplomacy, high stress tolerance, excellent interpersonal communication skills, ability to prioritize workload and adapt to changing conditions. Visual acuity needed for transcription, extensive reading and input (typing) of information into computer.
Ability to receive and convey detailed information through oral communication. Essential competency processes include language ability, reasoning and memory. To perform this job successfully, the incumbent must possess the abilities or aptitudes to proficiently perform each of the responsibilities and accountabilities described above, with or without reasonable accommodation.
EEO/drug-free workplace/E-Verify participant/Female/Minority/Veteran/Disability.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
The contractor 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)
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