Join the Assel Grant Services Team
Human Resources/Payroll Specialist

Assel Grant Services (AGS) is accepting applications for a full-time Human Resources/Payroll Specialist. This position requires a focused, energized, and self-motivated individual able to work out of their own home. AGS is a professional grant services firm specializing in grant services and professional development to support the full grant cycle. AGS is a highly efficient, expert team of experienced grant writers and researchers who have written over 1,400 grants and been awarded over $340 million for our clients since 2007. We have a staff of 17 grant professionals, fourteen of whom are credentialed by the Grant Professionals Certification Institute (GPCI) as Grant Professional Certified (GPC). No other grant services firm has as many GPCs on staff.

“This job has let me be a mom, and be present to my family. I can do normal mom things like reading kids stories, making dinner, etc. without feeling like my kids are in the way because I’m no longer trying to get work done in the evening when they are home. I’m not putting kids to bed and then working late into the night to meet deadlines. I’m still growing and learning, being challenged, and advancing in my field. I feel supported by the company without being asked to do more that interferes with the rest of my life.”

AGS Grant Specialist

Position Overview:

Assel Grant Services (AGS) is a professional grant services firm providing support to organizations across the United States. This position will be primarily responsible for working alongside the Chief Executive Officer to hire highly qualified professionals and alongside the Vice President of Operations to ensure these professionals are well onboarded and their training and certifications are maintained and grown. In addition, this position will support the Vice President of Finance to ensure the company is providing competitive benefits and following appropriate state registration and labor laws for its staff who work remotely across the United States.


Key Tasks & Responsibilities:


A. Hiring
AGS is on a strong growth path with many organizations seeking services from the company. To keep pace with these requests without losing quality, a primarily responsibility of this position will be to work with the CEO to find top talent in the grant profession, including individuals who research and write grant proposals and individuals who manage grant funding after it is has been awarded. This position will be responsible for managing the full hiring process: write the postings, list the postings in appropriate places to ensure responses from diverse candidates, screen resumes, schedule interviews, arrange for background checks, prepare and negotiate offers, and manage hiring paperwork. As part of this process, the position will also be expected to write standard operating procedures and raise the quality of the hiring process.

            1. Post positions.
            2. Screen applications.
            3. Schedule interviews/request additional info from applicants initial & follow up.
            4. Conduct initial interviews.
            5. Arrange/study background checks/personality profiles.
            6. Prepare offers.
            7. Negotiate offers.
            8. Prepare & manage initial employment paperwork.
            9. Arrange technology with Ideolity for staff.
            10. Create and revise standard operating procedures to ensure fair practices.

B. Onboarding
AGS provides an intense initial onboarding process for staff which engages many members of the management team. This position will be responsible for working with the Vice President of Operations to organize the onboarding of all staff and ensure consistent quality with each onboarding cohort. This onboarding will ideally take place three times a year (January/February, July/August, and October). This position will be the consistent staff resource for each cohort as they work through their onboarding activities and assignments.

            1. Organize the calendar & Asana tasks for each involved staff member.
            2. Be the consistent person from session to session.
            3. Schedule each staff member.
            4. Work with the VP of Operations to ensure a consistent quality onboarding of all staff.
            5. Send onboarding evaluation to newly onboarded staff and compile results for leadership.
            6. Download and file onboarding recordings.
            7. Create links to onboarding recordings.
            8. Distribute the grammar assessment and assign the editing co-leads to review it for quality.

C. Performance Evaluations
All staff are evaluated no less than annually, with new staff evaluated on a 30-day and 90-day basis as well. This position will be responsible for ensuring that all evaluations happen on time, are appropriately filed, and the results are appropriately used (bonuses, raises, training, promotion, etc.)

            1. Keep track of when evaluations are to be conducted and schedule in Asana on supervisors’ nonbillable.
            2. Send self-assessment templates out to staff and supervisors and assign Asana tasks to complete.
            3. Make sure that all evaluations are completed on time and results are appropriately filed.
            4. Work with staff and supervisors on any performance issues as well as training and certification plans.

D. Training and Certification
Many AGS staff are either currently credentialed in their field or working toward a credential. This position will support the Senior Grant Specialist in charge of internal coaching in developing a coaching process, creating performance optimization plans, and documenting all training.

            1. Work with staff to keep all training documentation up to date, including registering them for trainings, storing documentation, and submitting credentialing certification and recertification paperwork.
            2. Work with the Senior Grant Specialist in charge of coaching and staff to create and maintain performance optimization plans which document growth in their role, progress to new roles, and progress toward self-identified and company goals.
            3. Work with the Senior Grant Specialist in charge of coaching to create a coaching plan process.
            4. Analyze common areas of training needs and interests and work with staff to determine if building internal cohorts would be beneficial for training, reviewing of skills, or monitoring.
            5. Work with the reviewing and editing leads and team leads to discuss anyone not meeting quality standards and work with the Senior Grant Specialist in charge of coaching to create coaching and monitoring plans.
            6. Create progress reports for leads to ensure new skills are being assessed and then built into team analyses.

E. Benefits
As a small business, AGS seeks to become an employer of choice in a competitive hiring environment. This position will work with the CEO and VP of Finance to ensure the company is providing quality employee benefits. This includes assessing current benefits, determining gaps in offerings and interest by employees, and keeping staff apprised of available benefits. In addition, this position will be responsible for ensuring all staff complete benefit paperwork when they are hired, are told of new benefits as they become available, and complete benefit paperwork on an annual basis.

            1. Annual assessment of benefit options.
            2. Annual employee assessment of benefit use and preferences.
            3. Work with vendors and leadership to determine costs and cost-benefit analysis.
            4. Communicate with staff about benefit options, enrollment timeline, and paperwork requirements.

F. State Registration and Labor Laws
AGS hires staff from across the United States who all currently work remotely out of their homes. This position will work with the Vice President of Finance to ensure AGS is registered in any state where we have staff. This will mean registering with new states, understanding how the labor laws differ from federal laws and other states where we already have staff, and ensuring these laws are followed. In addition, this position will work with the Vice President of Finance to make sure that all new staff are properly added to the payroll service (Paychex), withholding is properly set up and maintained, paid time off accumulations are accurate, and the payroll service and accounting software numbers align. In addition, this position will work with the CEO and VP of Finance annually to ensure the WBE/WENC registration is maintained.

            1. Understand state and federal labor laws for appropriate states where AGS has staff.
            2. Register AGS with each secretary of state.
            3. Work with the VP of Finance to ensure all employees are properly listed in the payroll service, including benefits withholding, tax withholding, PTO accumulations, and payroll.
            4. Update withholding annually and at major life events.
            5. Work with the VP of Finance to ensure compensation agrees between the payroll service and the accounting software.
            6. Complete and submit the WBE/WENC registration.



Key Competencies and Qualifications:


Education, Experience, and Credentials: Hold a bachelor’s degree (minimum) with at least three years of successful human resources and payroll management experience. Previous experience in BQE Core, QuickBooks, and Asana is preferred. The ability to multi-task in a fast-paced environment is crucial, and excellent people skills, professional writing skills, and the ability to maintain confidentiality are necessary for success in this position.


Logical and Critical Thinking: Demonstrated ability to identify potential challenges and gaps; and propose reasonable solutions backed with examples and evidence.


Detail Oriented: Keen ability to identify details, which may have been previously overlooked, including erroneous, inaccurate, incomplete, inconsistent, and missing information.


Project and Time Management: Demonstrated management skills, including problem-solving; delegation; breaking down complex projects into manageable and delegable tasks; delivering quality, timely work within set deadlines; and keeping projects on track regarding time and hours for completion.


Professional Communication: Demonstrated ability to effectively communicate both in writing and orally with management, staff, and staff prospects, including sharing detailed, clear, and concise information and feedback.


Leadership: Comfortable and confident in engaging with management, staff, and staff prospects, asking questions, and providing information using respectful pushback when needed.


Teamwork: Serve on and support teams of professionals with diverse personalities and communication styles in staying on track and discerning task priorities in a workplace of competing priorities.


Continuous Learning: Willingness to learn about new people, new concepts, new strategies, and yourself; ability to spin up on new concepts quickly and test new tools and technologies in a fast-paced environment.


AGS strives to be more than an equal-opportunity employer. We strive to be culturally competent and seek to grow and promote all staff according to their strengths and interests. We seek to employ grant professionals from all walks of life who wish to continue growing through formal professional development and interprofessional conversations. Here you will be surrounded by some of the best and most successful grant professionals in the field.



AGS offers flexible scheduling, competitive wages ($65,000-$75,000 depending on education, credentials, and experience), paid holidays, paid time off, health insurance, matching retirement contributions, and bonuses based on individual and company performance, as well as extensive networking and professional development opportunities.


Application Instructions:

Send the following information to

  • Cover Letter (1 page, 1” margins, 12pt Times New Roman) describing your passion for one or more of the following: talent management, people operations, or employee success.
  • Resume
  • Contact information for three professional references
  • Salary Requirements (annual)


Be prepared to:

  • Describe your career plan and professional development philosophy in an interview