Legal Administrative Assistant

PT/FT: Hourly (non-exempt), position expected to be full time but will depend on business levels.

Interest or experience in the hospitality industry preferred.

Stillwater, OK or Fairfax, VA location preferred

Remote work eligible

  • Responsible for entity management and maintenance of records.
  • Provide support to personnel in other department functions and business units (both legal and non-legal).
  • Managing paper and electronic filing of legal contracts and related documents.
  • Review of relevant regulations and statutes.
  • Overall administrative work as needed
Licensing, Permitting and Compliance:
  • Liquor: Works with outside consultant on all State, City and municipality liquor licensing in all locations that Crescent operates. Manage from start to completion for applications and renewals.
  • Operating Permits: Obtaining and maintaining all operating permits for Company and portfolio.
  • Provides administrative assistance and coordinate with all departments (operations, finance, legal, etc) related to licenses and permits requirements of the hotels and Crescent corporate.
  • Aids in drafting internal policies for compliance with licensing and permitting.
  • Assists in contract review, negotiate, execution, closing and renewal.
  • Maintain files, contracts and legal records. Maintain familiarity with the details of contracts (i.e. special/general provisions, prices, delivery, restrictive clauses, etc.) and ensuring that all terms and conditions are met and payment provided.
  • Working with other department heads to ensure contractual requirements are met.
  • Review of relevant regulations and statutes.
Experience in the hospitality industry and/or food sector preferred

Highly detail orientated and organized preferred

High School Diploma or equivalent

Ability to communicate both verbally and in writing at a highly proficient level with fluent English

Ability to use Microsoft Office products

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)