Position Title: Child Care Administrative Assistant

Reports To: Child Care Manager

FLSA Status: Non-Exempt

Classification: A13 - $35,439 - $52,388

Function and Scope:

The Child Care Administrative Assistant supports the Child Care team by organizing documents, gathering information, tracking deadlines, and assisting with the preparation of reports and communications. This role is ideal for someone with strong attention to detail, solid writing and computer skills, and a passion for nonprofit work related to early childhood care and education.

Essential Duties:

Perform complex secretarial tasks including typing, formatting, and compiling records and reports.

Establish and maintain organized filing systems for program planning and compliance documents.

Draft and finalize letters, memorandums, and internal communications.

Create and maintain basic to moderately complex spreadsheets.

Prepare presentation materials for internal and external use.

Utilize Microsoft Word and Excel for document creation and data tracking.

Assist in gathering and organizing documents for data collection and reporting.

Maintain digital archives of current and historical program materials.

Enter and update program data in tracking systems and spreadsheets.

Support communication with child care providers and community partners.

Schedule meetings and take notes for grant-related and programmatic discussions.

Perform other duties as assigned to support the Child Care team.

Minimum Qualifications:

High school diploma or equivalent (Associate degree preferred).

Minimum of two years of administrative experience (Child Care preferred; nonprofit experience will be considered).

Strong interpersonal, verbal, and written communication skills.

Ability to work collaboratively in a team environment.

High level of professionalism, discretion, and organizational ability.

Proficiency in Microsoft Office Suite, especially Word and Excel.

The above statements reflect the general qualifications, duties and/or responsibilities necessary to identify the job and are not necessarily intended to set forth all the specific requirements of the job.

NOTE: You are not required to disclose information about physical or mental limitations that you believe will not interfere with your capability to perform the job. If you want the employer to consider special arrangements to accommodate a physical or mental impairment, you may identify that impairment to the interviewer and suggest the kind of accommodation that you believe would be appropriate.

Workforce Solutions Coastal Bend

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