• Open Communication is the key

Open communication is one of the most important aspects of a successful candidate/client match

At Nortia Staffing we know how important it is to know exactly what is expected of our services.  We work very hard to ensure your expectations are met.  With this in mind, we make sure we only present candidates that specifically match your job needs.  While it is not all encompassing, below is a list of the solutions we offer along with a brief explanation of each solution to get you started into taking the next step.

Core HR

HR Assistant and HR Coordinator

A Human Resources Assistant and HR Coordinator supports the administrative functions within the HR Department.  Though they have different titles, the duties are similar depending on the size of the organization and who they report to.  Duties include, but are not limited to:

  • Filing
  • Maintaining personnel files
  • Data entry into payroll or HRIS systems
  • Creating offer letters
  • Possible support of annual benefits and open enrollment
  • Preparing new hire and benefits packets
  • Responding to EDD claims
  • Preparing HR news letters/flyers for upcoming events
  • Ordering supplies
  • Exhibits strong knowledge of Microsoft Office, especially Excel and Word

HR Generalist

Human Resources Generalists can be either the administrative function for the HR Department or support strategic planning along with the HR Director/VP in business planning operations.  Duties include, but are not limited to:

  • Benefits, open enrollment
  • New hire orientation
  • Manages FMLA, workers compensation and LOA
  • EDD correspondence/ tracking
  • Government reporting  and tracking of; EEOC, FSLA and DFEH
  • First point of contact for Employee Relations issues
  • Policy and Procedure and Handbook revisions
  • HRIS data entry and maintenance
  • Implementation of new policies/procedure to include new HR systems
  • Assist with terminations
  • Job descriptions and possible recruitment
  • Possible processing of payroll and 401K tracking
  • Exhibits strong knowledge of Microsoft Office, especially Excel and Word
  • Advanced experience with HRIS systems

HR Specialist

Human Resources Specialists support some of the same general functions as an HR Generalist, however they typically specialize in one specific area within the department.  Specializations could include, but are not limited to:

  • HRIS Administrator
  • Benefits Analyst
  • Benefits Specialist
  • Employee Relations Specialist
  • LOA/FMLA Specialist
  • Workers Compensation Specialist
  • Retirement Specialist
  • On-boarding Specialist
  • Recruitment Coordinator/HR Coordinator

HR Manager

Human Resources Managers not only oversee the tactical side of the HR department, but create and implement strategic business processes to better support the organizations overall culture and performance.   Duties include, but are not limited to:

  • Performance management
  • Employee relations and investigations
  • Compensation review
  • Organizational development
  • Staffing and Recruitment strategies
  • HR team development/training
  • “C” level support with coaching and counseling
  • Main point of contact for company wide policy implementation/changes
  • Terminations
  • Benefits design, implementation and open enrollment support
  • Handbook updates/rewrites
  • HR policy creation
  • Training design and delivery
  • Exhibits strong user ability in both Word and Excel
  • Advanced experience with HRIS systems

HR Director

Human Resources Directors support the organization’s objectives while maintaining a strong and positive company culture.  They are the face of the organization and can communicate with anyone from the Board of Directors to the hourly staff members with ease.  Duties include but are not limited to:

  • Design and delivery of training materials
  • Culture creation and development
  • Benefits design and implementation
  • Supporting cost saving measures for the organization while maintaining a strong company culture
  • Recruitment strategies
  • Employee relations
  • Terminations
  • Retention programs
  • Process and policy improvements/updates
  • Handbook rewrites
  • Vendor management with payroll and HRIS systems
  • Coaching and Counseling
  • Executive Training
  • Recognition programs
  • Compensation

Administrative Solutions

Administrative Assistant

Administrative Assistants are the glue for the department. They have a wide range of duties to supporting the front desk to supporting a singular department. Duties include, but are not limited to:

  • Responsible for answering and directing all incoming telephone calls
  • Handling incoming and outgoing mail delivery
  • Sending, receiving, and distributing all incoming and out-going faxes
  • Assisting the Receptionist with all delivery and messenger services (ie., Pelican, Fed Ex, USPS, etc.) and preparing mailers
  • Assisting managers with filing, scheduling, calendaring and other general administrative tasks
  • Managing any off-site vendors to include file document storage and other location inter office mail
  • Maintaing conference room schedule and assists managers with the preparation of the room
  • Other administrative tasks include: handling print jobs, copy jobs, delivery status documents, documentation folders, exhibit tabs/separator sheets, shredding, ordering office supplies including FedEx and UPS supplies, maintains billing sheet supply, and birthday cards
  • Keeps kitchen and other employee common areas clean, stocked and organized

Executive Administrator

Executive Administrators can either support one line manager or support the entire organization. Depending on your companies size, this position can vary widely. Duties include, but are not limited to:

  • Scheduling and calendar management
  • Coordinating all domestic and international travel
  • Preparing for management meetings
  • Composing and distributing of presentations, reports and mailings
  • Processing expense reports and internal documents
  • Contributing to group projects and taking charge of additional duties as assigned
  • Assisting management in the preparation and set-up for Board Meetings
  • Ordering office supplies for entire company
  • Organize office and maintain client files
  • Maintain cleanliness of common areas within the organization
  • Create spreadsheets and reports on MS Excel
  • Back-up for Receptionist when needed

Office Manager

Office Managers are the glue for smaller organizations. They are a “jill” or “jack” of all trades running all aspects of the day to day functions of the office from the front desk to assisting line managers and even possibly the accounting department. Duties include, but are not limited to:

  • Answering all incoming phone calls
  • Organizing and maintaining all files within the office
  • Preparing conference rooms for clients and line managers
  • Maintaining all managers’ calendars
  • Assisting with travel arrangements
  • Managing and maintaining inventory of all office supplies
  • Keeping the office updated and in line with any changes in software updates, marketing for business, and others tasks as needed.
  • Managing daily bookkeeping including preparing bank deposits, posting payments and preparing financial reports
  • Assisting with marketing ideas and execution



Members of the Benefits Department are the main point of contact for employees’ questions about healthcare, leave of absence and workers compensation claims amongst other inquiries.  Duties include, but are not limited to:

  • Managing all relationships with benefits brokers, carriers and vendors
  • Overseeing the administration of all employee benefits from initial eligibility through termination
  • Are the subject matter experts in all areas of benefits ensuring delivery of high quality programs in accordance new federal laws and industry standards
  • Managing annual renewal processes to include open enrollment, broker relationships, wellness programs and all annual communications
  • Maintaining HRIS database regularly to ensure all enrollment processes, changes and terminations with carriers are completed/updated
  • Working with the accounting department to oversee the preparation of monthly premium billings for benefit plans and reconciliation of related invoices and payment
  • Providing payroll department with all new hire and carrier updated information
  • Responsible for all quarterly benefits reporting for the organization (5500, 403(b), retirement, 401k and more)
  • Managing and maintaining all documentation for employee leaves to include workers compensation, LOA, FMLA, and CFRA


Compensation professionals analyze, implement and administer compensation policies and programs for the organization.  They make recommendations regarding salary structures, FLSA exemptions, job revisions and provide guidance to the organization on compensation issues. Duties include, but are not limited to:

  • Participating in market surveys, research and competitive analysis
  • Assisting with all compensation programs to include annual reviews, salary structures, bonus plans and recognition awards
  • Analyzing current programs and offering insight about compensation plans’ effectiveness and market competitiveness
  • Partnering with Department Managers and HR Teams to ensure correct and updated job leveling, career paths and title processes.
  • Making salary recommendations based on trends and the organizations business objectives.
  • Overseeing the usage of HRIS tools and Excel compensation reports.


HRIS Analysts handle the organization’s specific HRIS/HCM operational processes to include system setup, ad hoc report writing, developing training materials and system maintenance.  HRIS Analysts also serve as a technical point of contact for the system to ensure proper usage throughout the organization.  Duties include, but are not limited to:

  • System administration, monitoring changes and workflow updates
  • Setting up new departments, modules and job profiles
  • Working with IT and payroll departments to ensure applications are updated
  • Responsible for maintaining the HRIS database by reviewing, testing and implementing updates/patches for systems
  • Troubleshooting payroll time tracking and integration between systems to ensure proper deductions are executed for benefits and 401K
  • Assisting in the development of ad hoc reporting within the HRIS system
  • Developing training procedures, guidelines and documentation for end users
  • Training new hires/existing employees on new processes/functionality


Payroll practitioners perform tasks to establish and maintain employee payroll records, compute wage payments, calculate deductions, and other payroll related functions.

Duties include but are not limited to:

  • Process bi-weekly payroll or semi-monthly payroll
  • Maintain payroll information; collecting, calculating, and data entry
  • Update payroll records within ADP Workforce Now
  • Prepare reports for earnings, taxes, deductions and garnishments
  • Reconcile the payroll accounts and resolve payroll discrepancies
  • Provide payroll information by answering questions and requests
  • Maintain payroll guidelines by writing and updating policies and procedures
  • Experience adhering to federal, state, and local legal requirements
  • Contribute to team effort by accomplishing related results as needed


  • Bachelor’s Degree is preferred but not required
  • 2+ years of Payroll Clerk or processing experience
  • ADP Workforce Now is required


Technical and Non-Technical Recruiter

Recruiters are the cornerstones of all hiring within the organization.  They are usually the first people candidates interact with during the hiring process. Recruiters also need to be consistent in delivering the company’s culture and message.  There are two types of recruiters which are technical recruiters and non-technical recruiters.  Both have very similar duties, but they specialize in supporting different divisions within the organization.  Duties include, but are not limited to:

  • Writing, reviewing and posting job descriptions
  • Monitoring and maintaining the ATS (applicant tracking system)
  • Meeting with line managers to discuss hiring needs
  • Reviewing resumes
  • Interviewing (by phone and/or in-person)
  • Setting up interview schedules with both the line managers and the candidates
  • Managing requisitions on the company’s website
  • Preparing and administering offer letters
  • Negotiating salaries with the incoming candidates
  • On-boarding and new hire orientation
  • Exit interviews
  • Ensuring the company’s brand image is maintained throughout the interview process

Recruiting Coordinator/Talent Acquisition Specialist

Recruiting Coordinators are the administrative support within the Talent Acquisition/Recruitment team.  Their duties can range widely based on the organization’s size.  For example in smaller companies recruiting coordinators might directly support line managers with the recruitment processes, while in larger companies they might only support a few recruiters without line manager contact.  Duties for Recruiting Coordinators include, but are not limited to:

  • Scheduling/calendar management
  • Posting jobs
  • Reviewing job descriptions
  • Creating/proof reading offer letters
  • Conference room set-up
  • Ordering lunches
  • ATS data entry and system maintenance
  • On-boarding/new hire orientation
  • Filing
  • Screening incoming calls for the recruitment department
  • Greeting candidates

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