Our professional HR services help business owners sleep better at night by taking the stress out of human resources management. From labor law compliance to risk prevention, we quickly get your business on track— and keep it there. Get an experienced HR team who supports recruitment and employee retention strategies that help you build and sustain a thriving workforce.
We are here when you need us. We take the worry out of HR work so that you can focus on what you do best! It may not be today or tomorrow, but I can guarantee that at some point, you are going to need us.
Vice President, Human Resource Services
Optima Office, Inc.
Human Resources compliance helps businesses limit potential risk by properly handling various rules, labor laws, and regulations. Download the 2026 HR compliance list, which outlines the items businesses should monitor and audit.
Get better HR, Compliance, and Recruiting Services. Watch the videos for more insights.
Outsourced Human Resource Directors are responsible for acting as a strategic business partner with clients. This includes recommending and developing HR programs that support the client’s needs and counseling clients regarding compliance, resource planning, training and development, compensation, benefits, and infrastructure.
Human Resource Managers are responsible for ensuring the overall administration, coordination, and evaluation of HR plans and programs are realized. This includes developing and managing Human Resource plans and procedures that relate to company personnel.
Our outsourced Employee Relations Managers facilitate employee relations and resolve HR issues on behalf of a client, oversee all aspects related to employee and management relations, and work to help employees and managers understand each other. This includes designing, planning, and implementing the client’s employee relations programs, policies, and procedures.
The Human Resource Generalist is a person who is well rounded in all aspects of HR and in smaller operations often acts in a management capacity. Although all final HR decisions are still made by the person the HR Generalist reports to, like the CFO. The HR Generalist will run the daily functions of the HR department, which may include administering pay, benefits, and leave, and enforcing company policies and practices.
The Benefits Specialist is responsible for directing and planning the day-to-day operations of group benefits programs (group health, dental, vision, short-term and long-term disability, worker’s compensation, life insurance, travel and accident plan, flexible spending plan, retirement plans, etc.). This person provides excellent customer service and designs quality benefits plans. The administrator continually investigates new benefits programs, improves existing programs, and supervises and monitors benefits administration.
Outsourced Recruiting Managers oversee the client’s recruitment process in its entirety. This includes designing and modifying recruiting procedures, recording recruiting metrics, directing and managing the recruiting team, and monitoring the recruiting team’s performance. Their goal is always to make their client’s recruitment process as efficient and effective as possible. They devote their time to learning the business and the factors needed for its success, understanding current talent and identifying where gaps exist as well as developing a strategy to fill gaps and plan for the client’s future needs.
Optima supports the entire employee lifecycle from recruiting, onboarding, local, state and federal compliance, policy and handbook updates, training, learning and development, engagement, benefits administration, employee relations, performance management, workforce planning, change management and terminations. HR compliance, employee handbooks and policies, training and development guidance, benefits administration support, and employee relations. We also help with hiring, onboarding, performance management, and workforce planning.
California labor law compliance requires constant attention because requirements change and enforcement is real. We help clients align policies, documentation, training, and recordkeeping to current federal, state, and local expectations, and we build a plan to stay compliant over time.
Yes. We review what you have, identify gaps and risk points, then create or update policies that fit your business size, industry, and operating reality that is in compliance with local, state and federal guidelines. The goal is clarity for employees and protection for the business.
We are able to support your organization’s benefits program from brokerage selection, benefits design, carrier correspondence, compensation analysis and design, annual enrollment workflows, and ongoing employee support to help guide your employees with their benefits once elected. When benefits are messy, retention suffers, so we treat this as operational infrastructure, not “admin work.”
We provide guidance and structured steps to reduce risk, document properly, provide key talking points to stay on topic to help prevent potential risks and help to find resolutions that are best for the organization and the employee. Your organization will be able to be proactive with your employee relations issues and mitigate much of the potential risks that could be involved with our guidance.
Yes. We help clients identify required HR trainings (like harassment prevention in California) and implement best-practice training programs that improve culture and reduce risk.
Absolutely. Our HR services can include both employee onboarding and performance reviews. This covers managing new hire paperwork, orientation, and training setup, as well as creating structured evaluation processes, handling documentation, and supporting feedback systems—all tailored to meet your company’s culture and specific needs.