Human Resources (HR) OKR Examples

6 min read
HR OKR examples

Why choose OKRs for your HR team

OKRs or Objectives and Key Results are a collaborative goal-setting tool used by sales teams and other departments to set challenging, ambitious goals with measurable results. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals.

OKRs can be a superpower for creating an environment where employees are able to work with purpose. Companies like Intel, LinkedIn and Airbnb have achieved amazing results with OKRs, but less often discussed is the fact that deploying a goal framework in the right way can create a vastly better working environment.

The OKR methodology is very simple, and when used properly, OKRs can help your HR team create things like high output management, team alignment and increased communication in all your business goals.

Writing and implementing OKRs for your HR team

When it comes to creating and writing incredible OKRs consider the following formula: 


Designed to fit the needs of any organization size, department or industry, OKRs work the same for setting goals throughout many company levels. They can also be used by individuals or small teams to achieve results.

Objectives need to be clear, actionable and (ideally) inspiring, while also actionable and time-bound. 

Key results determine whether an Objective has succeeded or failed. They are quantifiable, measurable and time-bound, so that it's easy for the team to gauge progress. Contributors on the KRs should measure progress regularly (ideally weekly), and then at the end of the OKR period (typically a quarter), there’s a regular grading of the KR and retrospective. 

When it comes to writing and setting OKRs, it's a good idea to make it collaborative. By conducting a brainstorming session, it engages your HR team, gives your team a level of ownership and drives accountability for those results. 

Ultimately, you want to create a process where teams feel empowered to create their OKRs and then challenge teams across the business to ensure they’re focused on the right priorities at the right time. This process encourages creative thinking and informed risk-taking, all to push your HR team forward.

HR OKRs: Best practices and examples

When getting started with Human Resources OKRs, we get common questions like “how do I write a good HR OKR?” or “can you give me a good example of a human resources OKR?” To answer these questions, we created a list of example HR OKRs so you can have some inspiration as you begin to write your own company, department and team OKRs. 



‍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



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 and retention


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: 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: 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


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.