Human Resources (HR) OKR Examples

6 min read
HR OKR examples

Why choose OKRs for your HR team

OKRs (Objectives and Key Results) are a collaborative management methodology that helps HR teams set and achieve goals. They’re helpful to all business units and individuals because they drive alignment, enhance focus, and inherently promote transparency.  


Learn more about what OKRs are and how to use them


Regardless of how your organization labels it — HR, people & talent, people operations — OKRs elevate the impact of your teams. As the organization’s source for managing and nourishing people and talent, success in the HR profession means improvements in employee satisfaction, performance, and engagement. The HR team has two main challenges:

  1. Demonstrating the impact of its efforts  
  2. Building a culture that scales 

How OKRs solve HR team challenges

It’s the HR professional’s job to ensure consistent improvements in the employee experience, as well as recruit talent that contributes and fits in with that experience. Measuring something as subjective as satisfaction is possible with OKRs and it’s how you can show progress on the impact of your overall HR efforts.

While HR can be seen as an “overhead” business expense rather than a catalyst for driving initiatives, HR professionals can use data from OKRs to better inform decision-making. OKRs give leadership across the organization a clear look into how HR-specific KRs contribute to company objectives, helping HR teams get buy-in from those who contribute resources. In addition, OKRs help quantify “soft” measurements like engagement, wellness, collaboration, teamwork, and feedback.

By using metrics to inform your HR initiatives, you can measure the work and position decision making around data versus intuition. OKRs are the time-bound framework for your HR teams to consistently test, improve, and even transform your organization. 

Setting OKRs for the HR team

Choosing an OKR focus area for HR requires knowing what your organization needs most:

  • Bringing up lagging areas inhibiting growth
  • Maintaining momentum and ensuring balance
  • Going above and beyond in an area for a competitive advantage

The needs of your organization are rarely one-dimensional, but OKRs help HR teams uncover growth opportunities through data collection.

For example, employee experience surveys generate a baseline for understanding which vulnerabilities or opportunities exist. If employees are happy with compensation and benefits but feel your workplace doesn’t empower development, your OKR focus is clear: creating KRs targeting satisfaction metrics (outcome) or the initiatives that improve satisfaction (output) are the next logical step.  

Seeing how the data informed by key results changes from quarter to quarter will help your HR teams see which initiatives are working, where improvement is needed, and how the OKRs may need to adapt. 

HR OKR focus areas

There are several areas of focus for HR OKRs:

  • Compensation
  • Performance
  • Education and training
  • Culture
  • Retention
  • Hiring/recruiting
  • Performance management

Check out all our HR OKR examples below. 

HR OKR examples


‍HR OKRs for compensation


Objective: Significantly improve our benefit program while staying within budget

Key result 1: Evaluate benefit programs of 5 similar local companies, select and finalize contract with new vendor with best fit

Key result 2: Ensure >85% participation in benefit program

Key result 3: Maintain benefits budget below $500 per team member per year


Objective: Invest in our employees

Key Result 1: Decrease top performer attrition from 18% to 10%

Key Result 2: Increase salary competitiveness ratio from 1.1 to 1.5

Key Result 3: Improve employee satisfaction score for compensation from 60 to 75% 



HR OKRs for performance 


Objective: Drastically increase team performance

Key result 1: Increase the OKR completion rate for team members from 60% to 70%

Key result 2: Increase the participation on the weekly check-ins from 75% to 90%

Key result 3: Increase the product teams velocity from 112 to 150

Objective: Deliver a revised and improved PTO Policy

Key result 1: Hire an assistant to service employee administrative needs

Key result 2: Evaluate 3 solutions for leave tracking and select the best one for the team

Key result 3: Achieve 90% satisfaction rate of the new system



HR OKRs for education and training 


Objective: Implement personal development program for all team members

Key result 1: Create the career roadmap for all 65 current positions and get approval from team leads

Key result 2: Create a program for 100% of team members of the PDP

Key result 3: Achieve 80% completion rate for the PDPs

Key result 4: Select the tool/system for tracking PDPs and achieve 80% satisfaction rate

Objective: Achieve OKR adoption in all teams

Key result 1: 100% of employees scheduled for OKRs training workshops.

Key result 2: Achieve an 80% approval rating on employee survey on OKR effectiveness

Key result 3: Achieve at least 60% completion rate for the first OKRs cycle


Objective: Create a training program for each department

Key result 1: Create and get approval from team leads for the training program for 7 departments

Key result 2: Achieve 80% attendance for the training programs

Key result 3: Achieve 9.0 eNPS score for the training events



HR OKRs for culture 


Objective: Increase team engagement and motivation

Key result 1: Increase the team member engagement score from 75% to 90%

Key result 2: Reduce the number of complaints per month from 4 to 1

Key result 3: 100% of team members receive feedback this quarter


Objective: Improve employee wellness

Key result 1: Interview 15 team members on how to improve work-life balance in the team

Key result 2: Review food offerings with a professional, roll out 100% health snacks

Key result 3: Decrease the sick day leaves per month per employee from 2 to 1

Key result 4: Ensure that a minimum 70% of employees get annual flu vaccine through on-site facilitation


Objective: Hold an amazing 10th anniversary event

Key result 1: Achieve >85% attendance of the event

Key result 2: Achieve >8.5 NPS of the event

Key result 3: Involve at least 1 representative of each department for team building & organizational preparation activities for the event



HR OKRs for retention


Objective: Significantly improve employee retention

Key result 1: Reduce attrition rate to <3%

Key result 2: Improve employee employee satisfaction score to 9 or above

Key result 3: 99% of employees complete an Engagement survey to determine methods to improve transparency and alignment

Key result 4: Complete report comparing current compensation & benefits to market rates


Objective: Refine and promote company values

Key result 1: Interview 25 members of the team (15% of total) on our culture and values

Key result 2: Update values, description, and examples based on the interview

Key result 3: Conduct 5 talks during the weekly team meetings on the examples of how we use our values



HR OKRs for hiring/recruiting

Objective: Create an effective recruiting machine

Key result 1: Reduce the average lead time for the vacancy from 45 to 30 days

Key result 2: Increase the % off offers accepted from 80% to 90%

Key result 3: Reduce the cost of hire from $1,250 to <$1,000

Key result 4: Increase the % of closed positions from internal recommendations from 10% to 25%

Key result 5: 15 new hires attributed to current employee referrals


Objective: Improve the onboarding process

Key result 1: Conduct 10 interviews to identify issues with the onboarding process

Key result 2: Increase pass rate for new employees from 85% to 95%

Key result 3: Achieve 90% satisfaction rate of the onboarding process


Objective: Hire and onboard amazing new team members

Key result 1: Hire 3 new team members (2 devs, 1 marketer)

Key result 2: Interview 10 team members about their hiring and onboarding experience and create an improvement plan

Key result 3: Create an onboarding program & presentation for each of the 5 new positions



HR OKRs for performance management


Objective: Transition to ongoing performance management

Key result 1: Implement a new 2-way closed-loop feedback process for 100% of employees

Key result 2: 100% of current employees migrated to quarterly performance reviews

Key result 3: Receive 90% positive employee engagement score for new process

Key result 4: Ensure that >80% of managers implement a weekly check in process utilizing Gtmhub


Objective: Make all of our managers more effective and successful

Key result 1: Implement management training with >80% participation

Key result 2: Ensure every manager is doing regular 1-on-1 meetings with 2-way feedback

Key result 3: Do monthly anonymous employee surveys to get feedback on managerial effectiveness

Key result 4: Implement 360 review process for all managers, delivering report to Executive team

How Gtmhub simplifies OKRs for HR teams

At Gtmhub, we’re committed to helping you bridge the gap between strategy and execution. Inspired by the Objectives and Key Results (OKR) methodology, our platform is designed to help you align your teams, improve focus and foster transparency.

Quick-start your OKR journey with ready-to-go OKR templates from our Marketplace or connect with 160+ Integrations to update your OKRs and KPIs automatically to easily make data-driven decisions with our customizable Insights and Dashboards.

Ready to achieve your most ambitious goals? Start a free trial today or book a demo to see Gtmhub in action.