Table of content

15 OKR examples for Human Resource Manager

What are Human Resource Manager OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Human Resource Manager to help you. You can look at any of the templates below to get some inspiration for your own goals.

If you want to learn more about the framework, you can read our OKR guide online.

Our Human Resource Manager OKRs examples

You'll find below a list of Objectives and Key Results templates for Human Resource Manager. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

OKRs to improve Employee Experience

  • ObjectiveImprove Employee Experience
  • Key ResultImplement at least 3 new employee development programs to enhance professional growth
  • Key ResultIncrease employee satisfaction score by 10 points on quarterly engagement survey
  • Key ResultAchieve an average response time of under 24 hours for employee inquiries and concerns
  • TaskImplement an automated ticketing system to prioritize and assign employee inquiries efficiently
  • TaskCreate standardized response templates to expedite resolution of common employee concerns
  • TaskConduct regular training sessions to enhance employee support team's response time and efficiency
  • TaskStreamline internal communication channels to ensure prompt receipt and review of employee inquiries
  • Key ResultDecrease employee turnover rate by 5% compared to previous quarter
  • TaskImprove communication channels to ensure employees feel heard and valued in their roles
  • TaskImplement a recognition and rewards program to boost employee motivation and retention
  • TaskConduct exit interviews to identify the main reasons behind employee turnover
  • TaskEnhance employee training and development programs to improve job satisfaction

OKRs to instill a high-performance culture in Finance Operations

  • ObjectiveInstill a high-performance culture in Finance Operations
  • Key ResultElevate employee job satisfaction rate to 90% via targeted development programs
  • TaskInitiate regular feedback sessions to identify employee issues and concerns
  • TaskImplement rewards and recognition system to acknowledge outstanding performance
  • TaskDevelop tailored training programs focusing on employee skill enhancement
  • Key ResultReduce financial reporting errors by 15% to ensure accuracy
  • TaskProvide staff with additional training on financial reporting
  • TaskAdopt automated financial reporting software to minimize manual errors
  • TaskImplement a double-checking system for all financial reports
  • Key ResultIncrease department's monthly revenue by 10% through process efficiencies
  • TaskIdentify and eliminate unnecessary processes in the workflow
  • TaskTrain staff on new, streamlined procedures
  • TaskImplement more efficient, cost-saving technology

OKRs to enhance engagement and commitment via effective communication

  • ObjectiveEnhance engagement and commitment via effective communication
  • Key ResultIntroduce bi-weekly inter-departmental meetings with 95% attendance
  • TaskDesign an engaging and relevant meeting agenda
  • TaskDraft and distribute a meeting calendar to all departments
  • TaskImplement a strict, yet incentivizing attendance policy
  • Key ResultAchieve a 20% increase in positive feedback on internal communication through anonymous surveys
  • TaskEnhance the anonymity of feedback surveys
  • TaskEncourage prompt and constructive feedback
  • TaskImplement weekly training for improving internal communication skills
  • Key ResultImprove internal communication by launching a company-wide newsletter reaching 100% of staff
  • TaskDetermine relevant content for the company-wide newsletter
  • TaskDesign the newsletter layout and format
  • TaskSet up a distribution system reaching all staff

OKRs to streamline and optimize the payroll process

  • ObjectiveStreamline and optimize the payroll process
  • Key ResultImplement automated payroll software by reducing manual entry by 50%
  • TaskTrain employees on utilization and benefits of the software
  • TaskSelect suitable automated payroll software for the company
  • TaskGradually transition from manual entry to automated system
  • Key ResultDecrease processing time by 20% through improved payroll system efficiency
  • TaskIdentify bottlenecks in the current payroll system
  • TaskTrain staff on efficient payroll system practices
  • TaskImplement automation for repetitive payroll tasks
  • Key ResultEnsure 100% accuracy in payroll calculations and payments each cycle
  • TaskImplement double-checking system for payroll calculations
  • TaskTrain staff on accurate payroll processing
  • TaskRegularly update and review payroll software

OKRs to implement a Continuous Peer and Upwards Feedback System

  • ObjectiveImplement a Continuous Peer and Upwards Feedback System
  • Key ResultTrain 90% of team members on providing effective upward feedback in six weeks
  • TaskDistribute educational materials for self-study
  • TaskSchedule individual coaching sessions where needed
  • TaskArrange training sessions on effective upward feedback techniques
  • Key ResultDesign and launch a transparent peer feedback mechanism within 4 weeks
  • TaskDevelop an easy-to-use feedback platform
  • TaskConduct initial testing and final launch of the system
  • TaskCraft a clear, understandable guideline for peer feedback
  • Key ResultAchieve a 70% response rate in the new feedback system by the end of the quarter
  • TaskImplement an attractive incentive system to engage participants
  • TaskSimplify the feedback process for faster completion
  • TaskConduct regular awareness campaigns about the feedback system

OKRs to complete holistic roadmap for human capital management 2024

  • ObjectiveComplete holistic roadmap for human capital management 2024
  • Key ResultDesign 75% of HCM strategy encompassing recruitment, skills development, and retention
  • TaskOutline tactics for employee retention
  • TaskDevelop a comprehensive recruitment plan
  • TaskDesign a strategy for skills development
  • Key ResultValidate roadmap with 10+ HR experts and incorporate feedback for improvement
  • TaskIdentify and reach out to 10 HR experts for roadmap review
  • TaskGather and analyze feedback for potential improvements
  • TaskImplement feedback into roadmap revisions
  • Key ResultIdentify all roadmap components and essential factors in the planning process
  • TaskList all components required for the roadmap
  • TaskPrioritize components based on their significance
  • TaskIdentify important elements for strategic planning

OKRs to improve utilization rate of employees and resources

  • ObjectiveImprove utilization rate of employees and resources
  • Key ResultEnhance employee productivity by 20% via targeted skill training
  • TaskDesign and implement targeted training programs
  • TaskIdentify key skills required for each employee role
  • TaskEvaluate individual progress after skill training
  • Key ResultDecrease resource idle time by 10% using improved allocation strategies
  • TaskImplement dynamic resource allocation software
  • TaskIdentify and analyze current resource utilization patterns
  • TaskFoster training programs about effective resource management
  • Key ResultBoost the resources usage efficiency by 15% through process optimization
  • TaskImplement technological enhancements for improved workflow
  • TaskUndertake comprehensive process audit for identifying inefficiencies
  • TaskRegularly track and analyze progress towards efficiency goals

OKRs to promote and cultivate a diverse and inclusive workplace culture

  • ObjectivePromote and cultivate a diverse and inclusive workplace culture
  • Key ResultIncrease the representation of underrepresented groups by 10% in all departments
  • TaskImplement mandatory diversity and inclusion training for staff
  • TaskRevise promotion policies to ensure equity
  • TaskDevelop recruitment strategies targeting underrepresented groups
  • Key ResultConduct and achieve a 90% participation rate in diversity and inclusion training
  • TaskDevelop a clear, compelling case for why diversity training is necessary
  • TaskSet and communicate clear participation expectations to all employees
  • TaskPromote the training through engaging communications
  • Key ResultImprove inclusivity score by 15% as measured in quarterly employee engagement survey
  • TaskIncrease representation across all levels & departments
  • TaskImplement regular diversity and inclusivity training workshops
  • TaskFoster an open, transparent communication culture

OKRs to improve team performance through effective teamwork and collaboration

  • ObjectiveImprove team performance through effective teamwork and collaboration
  • Key ResultReduce conflicts within the team by 50% by implementing conflict resolution strategies
  • TaskEncourage active listening and empathy among team members during conflicts
  • TaskEstablish a clear communication protocol to address conflicts promptly
  • TaskImplement a mentorship program to provide guidance and support during conflict resolution
  • TaskConduct a team-wide conflict resolution training session
  • Key ResultDevelop team members' skills by organizing at least two team-building workshops focused on enhancing collaboration and problem-solving abilities
  • Key ResultIncrease team productivity by 20% through enhanced communication and coordination
  • TaskProvide effective communication tools and train team members on how to use them
  • TaskImplement regular team meetings to discuss progress, challenges, and goals
  • TaskEncourage collaboration by assigning cross-functional projects and fostering teamwork
  • TaskDevelop a centralized system for task tracking, deadlines, and accountability
  • Key ResultEnhance employee satisfaction and engagement by achieving an average team happiness score of 8 out of 10
  • TaskImplement employee recognition programs to celebrate achievements and boost team morale
  • TaskAnalyze survey results to identify areas for improvement and develop targeted action plans
  • TaskProvide regular opportunities for employee feedback and implement suggestions for enhancing happiness
  • TaskConduct quarterly employee satisfaction surveys to measure team happiness score

OKRs to scale and ensure long-term success of the new team

  • ObjectiveScale and ensure long-term success of the new team
  • Key ResultImprove team performance by implementing at least 2 training programs to enhance skills
  • TaskImplement the selected training programs and track progress through regular evaluations and updates
  • TaskResearch and select two training programs that align with the identified skill gaps
  • TaskCommunicate the importance of the training programs and obtain buy-in from team members
  • TaskIdentify key skill gaps within the team through assessments and evaluations
  • Key ResultIncrease team size by hiring and onboarding 3 new members
  • TaskConduct effective interviews and assessments to select the most qualified candidates for the team
  • TaskAdvertise job openings through various channels to reach a wide pool of potential candidates
  • TaskUpdate job descriptions and qualifications to attract suitable candidates for new team members
  • TaskImplement a thorough onboarding process to ensure smooth integration and successful transition for new members
  • Key ResultEstablish a sustainable workflow that consistently meets team's productivity goals
  • TaskContinuously analyze data and adjust workflow as needed to improve productivity and efficiency
  • TaskIdentify productivity goals and define clear metrics for measuring success
  • TaskStreamline workflow processes to eliminate inefficiencies and reduce manual tasks
  • TaskImplement regular team meetings to discuss progress, challenges, and brainstorm solutions
  • Key ResultAchieve a 90% retention rate of existing team members through effective engagement efforts

OKRs to enhance the efficiency of internal team communication

  • ObjectiveEnhance the efficiency of internal team communication
  • Key ResultIncrease usage of team collaboration tools by 30%
  • TaskImplement training sessions highlighting tool benefits and functionalities
  • TaskLaunch a company-wide communication promoting tool usage
  • TaskOffer incentives for employees who regularly utilize the tools
  • Key ResultImplement weekly team catch-up meetings, achieving 90% attendance
  • TaskTrack attendance to maintain rate above 90%
  • TaskSchedule weekly meetings during common free time
  • TaskSend reminders about meetings two days prior
  • Key ResultReduce email response time by 50%
  • TaskSet dedicated times for checking and responding to emails
  • TaskPrioritize emails based on urgency and importance
  • TaskUse email templates for common responses

OKRs to enhance feedback system for increased 360, recurring and upward feedback

  • ObjectiveEnhance feedback system for increased 360, recurring and upward feedback
  • Key ResultAchieve 75% participation rate in upward feedback sessions every month
  • TaskDevelop engaging and accessible feedback sessions
  • TaskImplement incentives for session participation
  • TaskRegularly communicate the importance of participation
  • Key ResultIncrease the frequency of feedback session to twice a month
  • TaskTrain staff to give effective feedback
  • TaskEstablish clear feedback session guidelines
  • TaskSchedule regular bi-monthly feedback sessions
  • Key ResultImplement a monthly 360 feedback system for all team members by end of Q2
  • TaskTrain team members on feedback system usage
  • TaskDevelop a feedback schedule for all team members
  • TaskResearch and choose an appropriate 360-degree feedback tool

OKRs to streamline the entire recruitment process for efficiency

  • ObjectiveStreamline the entire recruitment process for efficiency
  • Key ResultImprove offer acceptance rate by 10%
  • TaskEnhance job descriptions to appeal to more prospective candidates
  • TaskImplement faster decision-making in the hiring process
  • TaskProvide competitive salaries and benefits as incentives
  • Key ResultAchieve a 15% increase in qualified candidate flow
  • TaskEnhance employee referral program incentives
  • TaskDevelop robust, enticing social media recruitment strategies
  • TaskImplement a more strategic job posting and advertising plan
  • Key ResultReduce average hiring cycle time by 20%
  • TaskRegularly update and optimize hiring strategies
  • TaskUse technology for efficient candidate screening
  • TaskImplement streamlined application and interview procedures

OKRs to boost employee satisfaction post-adaptation

  • ObjectiveBoost employee satisfaction post-adaptation
  • Key ResultIncrease participation in adaptation-related activities by 70%
  • TaskCreate significant rewards for active engagement in adaptation-related activities
  • TaskDevelop motivational training programs for participants in these activities
  • TaskImprove visibility of these activities through advertising and social media campaigns
  • Key ResultAchieve 90% positive responses in post-change satisfaction surveys
  • TaskImplement comprehensive training for new procedures
  • TaskSurvey employees before, during, after change
  • TaskProvide clear communication surrounding change
  • Key ResultReduce workplace complaints related to adaptation by 40%
  • TaskCreate a robust employee feedback system
  • TaskEnhance company-wide communication channels
  • TaskImplement regular team-building exercises and workshops

OKRs to improve Compensation Plan

  • ObjectiveImprove Compensation Plan
  • Key ResultIncrease employee satisfaction by implementing pay raises based on performance evaluation
  • Key ResultImprove cost efficiency by optimizing the compensation plan to decrease overhead expenses
  • Key ResultEnhance equity by conducting a thorough analysis to identify any pay disparities among employees
  • TaskDevelop and implement strategies to address identified pay disparities and ensure equal compensation
  • TaskCollect and analyze salary data to identify any pay disparities among employees
  • TaskConduct interviews or surveys to gather feedback on employee perceptions of pay equity
  • TaskCompare compensation across different job roles to determine if there are significant gaps
  • Key ResultReduce turnover rate by revising the compensation structure to align with market standards
  • TaskDevelop a revised compensation plan that aligns with market standards and addresses employee needs
  • TaskReview and analyze the company's existing compensation structure
  • TaskConduct market research to determine current compensation standards for relevant positions
  • TaskCommunicate the revised compensation structure to employees and seek their feedback and suggestions

Best practices for managing your Human Resource Manager OKRs

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

Focus can only be achieve by limiting the number of competing priorities. It is crucial that you take the time to identify where you need to move the needle, and avoid adding business-as-usual activities to your OKRs.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tability Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly check-ins

Having good goals is only half the effort. You'll get significant more value from your OKRs if you commit to a weekly check-in process.

Being able to see trends for your key results will also keep yourself honest.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples below). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

Building your own Human Resource Manager OKRs with AI

While we have some examples below, it's likely that you'll have specific scenarios that aren't covered here. There are 2 options available to you.

Best way to track your Human Resource Manager OKRs

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

  • It brings the goals back to the top of the mind
  • It will highlight poorly set OKRs
  • It will surface execution risks
  • It improves transparency and accountability

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

A strategy map in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Human Resource Manager OKR templates

We have more templates to help you draft your team goals and OKRs.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.