Administrative Assistant

Support Units — Operational Support
Hiring Quantity: Ten (10) Administrative Assistants per Location per State
Employment Classification: Operational Support — Full‑time, salaried or hourly non‑exempt (state law dependent)
Reporting Structure: Reports to Support Units Manager; partners with Office Services, HR Operations, Payroll, and Facilities.

Mission, Vision, and Values (Non‑Negotiable Operating Mandate)

Mission

Our mission is to build a closed‑loop ecosystem that delivers housing, healthcare, insurance, workforce, education, and financial empowerment to communities across the globe. Every transaction must embed equity, prosperity, and generational wealth.

Vision

Our vision is to transform local communities into sovereign‑scale economies, where every citizen has access to housing, healthcare, education, and opportunity. We aim to institutionalize prosperity for 100+ years, creating a civilization‑scale blueprint that uplifts underserved populations.

Global Mission

We are committed to empowering Black communities and marginalized populations worldwide by building infrastructure, controlling narratives through media, and embedding prosperity into every vertical. Our global mission is to be recognized as a sovereign‑scale operator and preferred partner for governments, institutions, and communities across continents.

Core Values

• Equity: Universal pay equity and fair treatment across all roles and geographies
• Transparency: Audit‑ready documentation and compliance in every transaction
• Empowerment: Building pathways for underserved communities to thrive
• Innovation: Practical process improvements that scale across states and regions
• Legacy: Durable operational practices that preserve institutional knowledge
• Community: Service orientation and mission alignment in every support interaction

These principles are operational requirements, not aspirational language.

Corporate Location & National Hiring Model

Corporate Headquarters (Planned): Poinciana, Florida
Initial Operating Office: Winter Haven, Florida (until Poinciana HQ is completed)
Hiring Scope: Nationwide (United States)

Wroy Journey 2 Success Inc. operates a statewide hub‑and‑spoke deployment model with five permanent locations per state: Central State Headquarters; East Regional Office; West Regional Office; North Regional Office; South Regional Office. Administrative Assistants will be hired to staff each location at the scale above.

Remote to Office Transition

· Support roles begin remote where operationally feasible and transition per local office availability.
· Transition to in‑office work occurs once a Company office is established within 20–25 miles of the employee’s residence.
· Expected timelines: Central Corporate HQ (Poinciana): < 3 months; all other state locations: 3–6 months.

About Wroy Journey 2 Success Inc.

Wroy Journey 2 Success Inc. is architecting a multi‑vertical operating model spanning essential services required for community stability and economic mobility. Support Units provide mission‑critical administrative, clerical, and operational services that enable program launches, office operations, and workforce readiness across Real Estate, Healthcare, Insurance, Finance, Legal, Logistics, Education, Media, Security, Nonprofit, Manufacturing, and Technology.

Role Purpose

The Administrative Assistant provides high‑integrity administrative support to Support Units, ensuring office operations, vendor coordination, document control, and stakeholder communications are executed accurately and on schedule. This role preserves audit‑ready records, supports payroll and onboarding logistics, and enables operational continuity across state programs.

Purpose (Operating Mandate)

Deliver reliable, timely, and audit‑ready administrative services that support program launches, vendor management, and workforce onboarding while preserving data integrity and compliance.

Core Responsibilities (Detailed & Non‑Generalized)

Office Operations and Administrative Support
· Manage front‑desk operations, visitor coordination, and office supplies; maintain inventory and vendor reorder schedules.
· Coordinate meeting logistics, travel arrangements, and conference room scheduling; prepare materials and maintain meeting records.

Document Control and Recordkeeping
· Maintain audit‑ready filing systems for requisitions, vendor contracts, onboarding artifacts, and support documentation.
· Ensure timely scanning, indexing, and secure storage of documents in the Company document repository.

Onboarding and Payroll Support
· Assist HR Operations with new hire packet collection, screening fee confirmations, and payroll enrollment artifacts.
· Validate documentation completeness and escalate missing items to HR or Hiring Manager.

Vendor and Facilities Coordination
· Serve as the operational point of contact for facilities vendors, office services, and local procurement; track SLAs and invoice artifacts.
· Coordinate basic vendor onboarding and ensure vendor documentation is stored per policy.

Stakeholder Communication and Reporting
· Provide routine status updates to Support Units Manager; prepare weekly operational summaries and ad‑hoc reports.
· Respond to internal inquiries, route requests, and maintain communication SLAs.

Compliance and Audit Readiness
· Maintain timestamped logs for administrative actions, vendor interactions, and onboarding artifacts.
· Support internal and external audits by producing requested administrative evidence packages.

Authority, Decision Rights, KPIs & Escalation

Authority & Decision Rights
· Approve routine office purchases within delegated petty cash limits; escalate larger purchases to Support Units Manager.
· Validate completeness of onboarding artifacts and recommend holds to HR when documentation is incomplete.

KPIs and Targets
· Document Accuracy Rate; Onboarding Artifact Completion Rate; Vendor SLA Adherence; Response Time to Internal Requests; Operational Uptime for Office Services.

Escalation Protocols
· Operational disruption (facilities, vendor failure) → Administrative Assistant → Support Units Manager within 2 hours.
· Missing payroll or onboarding artifacts impacting start date → Administrative Assistant → HR Operations within 4 hours.
· Compliance or data integrity concern → Administrative Assistant → Head of Legal and Security within 2 hours.

Hiring Process, Onboarding, One‑Way Interview & 30/60/90 Milestones

Standardized Hiring Process (Step‑by‑Step, Expedited)

Requisition Intake: Hiring manager completes standardized requisition with role profile, funding source, and location; intake acknowledged within 24 hours.
Workforce Readiness Check: Validate role against launch schedule and compliance requirements within 24 hours.
Sourcing & Pipeline: Use approved channels and internal posting; target active candidate slate within 48 hours.
Screening Authorization: Authorize background scope and checks immediately upon candidate selection.
Interview Panels: Use role‑specific interview guides and scorecards; schedule interviews within 72 hours of slate delivery.
Offer & Approval: Offer prepared and routed through approval matrix within 24 hours of final interview.
Pre‑Start Clearance: Background and onboarding checks prioritized and completed before start date.
Onboarding & Payroll: HR completes payroll enrollment within first pay cycle; Administrative Assistant confirms access to office systems and supplies.
Early Tenure Monitoring: 30/60/90 performance check‑ins and remediation plans if needed.

One‑Way Interview Requirement & Reminder

All candidates for the Administrative Assistant role must complete a One‑Way Video Interview as part of the standardized hiring process. The interview link will be provided below and must be completed within 24 hours of the Company receiving the candidate’s application. Failure to complete the One‑Way Interview within the required timeframe may result in removal from the hiring process.

One‑Way Interview Link:

(Insert link here)

Reminder: Complete the One‑Way Video Interview within 24 hours of application receipt using the link above. Please remember to complete the One‑Way Interview — failure to do so within the 24‑hour window may result in removal from the hiring process.

30/60/90 Milestones

· 30 Days: Complete operational onboarding, meet Support Units Manager and key stakeholders, inventory office systems, and demonstrate ability to manage daily office operations.
· 60 Days: Stabilize vendor coordination, document control processes, and onboarding support workflows; deliver first operational status report.
· 90 Days: Demonstrate repeatable administrative playbook, maintain audit‑ready records, and show measurable improvements in response times and artifact completeness.

Employment Term, Status, Schedule & Compensation

Employment Term: 3–5 year operational employment agreement; contract renewable subject to performance and governance approvals.
Evaluation Period: Six‑month formal evaluation with defined 30/60/90 milestones.
Status: Full‑time, hourly or salaried non‑exempt depending on state law.

Schedule

· Typical expectation: 10–12 hour days; Company operates 24/7/365 in some functions; occasional extended hours during launches may be required.
· Pay Schedule: Monthly in arrears, issued on the 15th of each month.
· Overtime: Eligible where required by law.

Compensation & Incentives

· Base Salary: $60,000–$95,000 annually, based on experience, location, and scope.
· Sign‑On Bonus: $7,500, payable per plan documents and subject to repayment/clawback provisions if employment terminates before agreed service period.
· Vacation: Two (2) weeks annual paid vacation.
· Incentives: Eligibility for performance bonuses and spot recognition awards per Support Units program guidelines.
· PTO & Holidays: PTO per policy; Company holidays and statutory leaves per policy.

Retirement, Benefits & Programs

· Pension Plan: Eligibility begins after 60 days where applicable; employer match per plan rules.
· Employer‑Paid Benefits: Core medical, dental, vision, basic life, AD&D, Short‑Term Disability, and Long‑Term Disability base coverage for employee and eligible dependents per plan documents.
· Family Support: Daycare & Adultcare reimbursement options per policy.
· Education: Tuition Reimbursement programs per plan documents.
· Vehicle & Travel: Mileage reimbursement for business travel where applicable.
· Professional Development & Wellness: Access to training, wellness stipends, EAP, and Company‑sponsored events.

Screening Scope & Procedures — Candidate Funded Screening Fee

· Background checks may include identity verification; SSN trace; county/state/federal criminal records; FBI fingerprint checks where required; sex offender registry searches; international criminal checks where applicable; sanctions/watchlist/denied‑party screening (OFAC/Treasury); employment and education verification; professional license checks; motor vehicle records; drug/alcohol screening; job‑related consumer credit reports where permitted; address history; civil litigation/judgment/bankruptcy searches; adverse media and PEP screening; social media review limited to publicly available information and conducted consistent with applicable law.
· Use parallel processing and vendor SLAs to preserve audit defensibility while meeting hiring timelines.
· FCRA pre‑adverse/adverse action procedures will be followed where consumer reports are used.
· Screening data will be used solely for employment decisions and compliance, accessed by authorized personnel only, stored securely, and retained consistent with Company policy and law.

Candidate Funded Screening Fee

· Payment Process: Company sends a PayPal payment request/invoice to the candidate’s email or accepts the candidate’s PayPal email for invoice. HR Contact: HR@WroyJourney.com. Screening proceeds after written consent and confirmation of payment.
· Fee: $499 required prior to onboarding initiation.
· Why candidates cover the fee: Due to the scale and velocity of our global hiring program, it is not operationally feasible for the Company to pre‑fund every candidate's screening. Requiring the candidate‑funded screening fee enables rapid processing, preserves vendor SLAs, and prioritizes launch readiness while preserving budget discipline for program delivery.
· PayPal Payments option: PayPal may allow payment in installments (PayPal Payments) for qualifying candidates; candidates should consult PayPal for eligibility. Using PayPal Payments does not change the Company's reimbursement policy.
· Documentation: Candidate provides PayPal receipt and written consent authorizing the Company and its vendors to proceed with screening.
· Reimbursement: The Company will reimburse the $499 screening fee 30 days after the Employee is placed on active payroll provided: employment commences as scheduled; no disqualifying misrepresentations attributable to the candidate are discovered; and the candidate submits the required documentation (PayPal receipt and confirmation of active payroll enrollment). Reimbursement will be paid via Company payroll or ACH per Company practice.
· Exceptions & Disputes: If a candidate believes an error occurred with the screening fee invoice or payment, they must notify HR@WroyJourney.com within 5 business days of the invoice. Disputed charges will be reviewed per Company dispute resolution procedures; screening will not proceed until payment or an agreed resolution is confirmed unless otherwise authorized by HR.
· Privacy & Use: Screening vendors will process candidate data under a Data Processing Agreement and in accordance with applicable privacy laws; candidate data will not be used for purposes other than employment screening and compliance without explicit consent.

Onboarding Checklist (Must Be Complete Before Start)

· Program requisition and governance approvals
· W‑4 and state withholding forms (or country equivalent)
· Direct deposit information or local payroll enrollment documentation
· I‑9 documentation and acceptable IDs (or country‑specific right‑to‑work documentation)
· Government‑issued ID copy
· Emergency contact information
· Required licenses and certifications verified and documented (where applicable)
· Signed NDA and any role‑specific agreements
· Screening fee payment confirmation and reimbursement documentation

Screening, Compliance & Onboarding (Detailed)

· Employment is conditional upon satisfactory completion of background checks and screenings necessary for the role and for regulatory or funder compliance. Employee authorizes the Company and authorized vendors to obtain and periodically re‑obtain such records during employment.
· Use parallel processing and vendor SLAs to meet time‑to‑hire targets while preserving audit defensibility.
· If an adverse action is contemplated based on a consumer report, Company will follow FCRA pre‑adverse/adverse action procedures and provide required disclosures and rights.

Equal Employment Opportunity & Accommodation

Wroy Journey 2 Success Inc. is an equal opportunity employer. Employment decisions are based on business needs, job requirements, and qualifications without regard to protected characteristics. The Company prohibits unlawful discrimination, harassment, and retaliation and will provide reasonable accommodation consistent with law.
HR Contact: HR@WroyJourney.com

Governance, Reporting & Operational Controls

· Weekly: Support Units operational stand‑ups and vendor coordination meetings.
· Biweekly: Hiring pipeline and onboarding status review with HR Operations and Finance.
· Monthly: Operational performance report to Support Units leadership.
· Quarterly: Audit readiness review and vendor performance assessments.

Audit Readiness & Documentation — HR Controls

· Maintain timestamped administrative logs, vendor SLAs, onboarding artifacts, and reconciliation evidence in secure repositories.
· Support Units Manager responsible for producing evidence packages for internal and external audits.
· Any remediation or material exceptions must be documented, approved, and tracked to closure.

Experience

· Minimum: 2+ years of administrative or office support experience; experience in high‑volume, audit‑driven environments preferred.
· Demonstrated: Strong organizational skills, attention to detail, and experience with document control and vendor coordination.
· Operational: Proficiency with Microsoft Office, ATS/HRIS basic navigation, and document management systems.
· Interpersonal: Excellent communication skills, stakeholder responsiveness, and customer service orientation.

Required Qualification

· Education: High school diploma required; Associate’s or Bachelor’s degree preferred.
· Technical Skills: Proficiency with Microsoft Office Suite, email/calendar systems, and basic HRIS/ATS tools.
· Other: Ability to pass required background and credential checks; reliable transportation for occasional site visits.

Final Confirmation & Next Steps

This document is the complete, explicit, and operationally prescriptive Administrative Assistant charter for Wroy Journey 2 Success Inc. It is written to eliminate ambiguity, minimize follow‑up questions, and enable immediate alignment and global program launch. For all hiring and onboarding communications, please contact Onboarding@WroyJourney.com and HR@WroyJourney.com. Due to the scale of our hiring program, we are not accepting phone calls; all candidate and hiring communications must be submitted via email to the addresses above.

HR Contact: HR@WroyJourney.com
Onboarding Contact: Onboarding@WroyJourney.com