HR OKRs: 21 Examples to Inspire

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Henrik-Jan van der Pol

CEO

Last updated on May 16, 2025

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HR teams have evolved significantly in recent years. Their responsibilities have increased, resulting in HR teams now playing a strategic role in driving organizational success.

By implementing the OKR framework, HR teams have a simple method for continuously delivering outcomes that are aligned with the organization's strategy.

Identifying the right priorities, and formulating these priorities as OKRs that deliver meaningful results, can be challenging.

This guide contains 21 examples that serve as inspiration for HR teams that are drafting OKRs.

HR areas of responsibility

The examples are sorted by the different responsibilities that HR teams have:

Compensation
Culture
Education & Training
Employee performance management
Onboarding & Offboarding
Recruiting
Retention

HR OKR examples

Compensation

OBJECTIVE

Ensure our compensation packages are competitive and aligned with market benchmarks

KEY RESULTS

Reduce compensation-related attrition by 25%
Achieve 90% manager confidence score in new salary band communication

OBJECTIVE

Increase compensation transparency and fairness

KEY RESULTS

Train 100% of people managers on how to discuss compensation fairly and transparently
Implement a standardized process for compensation reviews across all department
Conduct a pay equity audit and resolve any identified discrepancies

OBJECTIVE

Streamline the annual compensation review process

KEY RESULTS

Complete compensation reviews for 100% of eligible employees within the review cycle
Achieve 95% manager satisfaction with the compensation review process in post-cycle survey

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Culture

OBJECTIVE

Strengthen employee engagement across the organization

KEY RESULTS

Increase eNPS (employee Net Promoter Score) from 42 to 60
Improve participation rate in engagement surveys from 68% to 85%
Achieve a 20% increase in positive sentiment in open-ended survey responses (analyzed via sentiment analysis tool)

OBJECTIVE

Improve alignment between company values and everyday behaviors

KEY RESULTS

Increase the percentage of employees who can name all company values from 40% to 80%
Improve the values alignment score in culture audits from 6.5 to 8 (out of 10)
Raise the percentage of performance reviews that explicitly reference company values from 30% to 70%

OBJECTIVE

Foster a culture of recognition and appreciation

KEY RESULTS

Increase the percentage of employees who feel appreciated at work from 55% to 75% (measured via pulse surveys)
Raise monthly peer-to-peer recognition interactions from 180 to 300
Reach 90% participation in the new recognition platform within the first 60 days of rollout

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Education & Training

OBJECTIVE

Elevate manager capabilities through leadership training

KEY RESULTS

Increase average leadership competency assessment score from 6.0 to 8.0
Improve direct report satisfaction with their managers from 70% to 85% (measured via upward feedback)

OBJECTIVE

Boost employee participation in continuous learning programs

KEY RESULTS

Increase the percentage of employees completing at least one learning module per quarter from 40% to 75%
Raise the percentage of employees who feel their skills are growing from 25% to 40%

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Employee performance management

OBJECTIVE

Make our Performance reviews more effective

KEY RESULTS

Improve employee satisfaction with the review process from 60% to 85%
Incrase employees who agree their review accurately reflects their performance from 62% to 80%
Increase new hire satisfaction scores from 75% to 90%

OBJECTIVE

Improve our feedback culture across the company

KEY RESULTS

Increase the percentage of employees who receive actionable feedback monthly from 20% to 25%
Raise the amount of employees who feel comfortable giving upward feedback from 25% to 50%
KR3

OBJECTIVE

Ensure clear goal alignment and progress visibility for all employees

KEY RESULTS

Employees with clearly defined OKRs increases from 65% to 95%
Improve employee understanding of how their goals connect to company goals from 58% to 85%

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Onboarding & Offboarding

OBJECTIVE

Improve onboarding effectiveness for new hires

KEY RESULTS

Increase new hire onboarding satisfaction score from 7.2 to 9.0
Decrease time-to-productivity for new hires from 60 to 40 days

OBJECTIVE

Make offboarding a smooth, respectful, and insight-rich experience for departing employees

KEY RESULTS

Increase the % of departing employees rating the offboarding process as "very good" or "excellent" from 60% to 90%
Improve the quality of actionable insights extracted from exit interviews from 3.0 to 4.5
Raise the completion rate of exit interviews from 70% to 95%

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Recruiting

OBJECTIVE

Speed up the hiring process without compromising quality

KEY RESULTS

Reduce average time-to-hire from 45 to 30 days
Increase % of roles filled within two months from 40% to 60%
Maintain candidate quality score at 4.5 out of 5 or higher

OBJECTIVE

Improve the quality of new hires

KEY RESULTS

Increase hiring manager satisfaction for new hires from 7.5 to 9.0
Raise 6-month retention rate of new hires from 78% to 90%
Improve the avg. 6-months performance rating of new hires from 3.2 to 4+

OBJECTIVE

Build a more diverse and inclusive candidate pipeline

KEY RESULTS

Increase % of diverse candidates in interview pipelines from 25% to 50%
Improve the inclusivity rating in candidate feedback to 9 out of 10
Raise % of hires from underrepresented groups from 18% to 30%

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Retention

OBJECTIVE

Reduce voluntary employee turnover

KEY RESULTS

Decrease voluntary turnover rate from 14% to 9%
Improve exit interview rating on preventability of resignation from 3.2 to 4
Raise % of employees who express intent to stay for 12+ months from 65% to 85%

OBJECTIVE

Strengthen employee commitment and connection to the company

KEY RESULTS

Improve avg. engagement score from 6.8 to 8.5
Raise the percentage of employees who feel their role contributes to the company’s success from 52% to 70%
Increase eNPS (Employer Net Promoter Score) from 12 to 36

OBJECTIVE

Address key drivers of attrition identified in employee feedback

KEY RESULTS

% of employees citing lack of career growth as a reason for leaving reduces from 40% to 10%
Satisfaction with career development opportunities increased from 58% to 70%

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Pitfalls & Best practices

Even well-designed OKRs can fail if they're not properly implemented and maintained. To avoid these pitfalls:

Start with business impact: Every HR OKR should ultimately connect to a business outcome, not just an HR process metric.
Limit your focus: Choose 2-3 OKRs per quarter, rather than trying to improve everything simultaneously.
Align across functions: Ensure that HR OKRs complement rather than conflict with other departmental goals.
Review and adapt regularly: Schedule weekly or bi-weekly check-ins to assess progress and make adjustments as business priorities evolve.
Balance quantitative and qualitative measures: Numbers tell part of the story, but employee sentiments and feedback provide essential context.

The most successful HR OKRs strike a balance between aspiration and achievability, create clear line-of-sight from activities to outcomes, and evolve based on continuous learning. By focusing on measurable results that directly impact organizational performance and business growth, HR teams can transform from administrative functions into strategic assets that drive business success.