15 OKR examples for Human Resources Manager

What are Human Resources Manager OKRs?

The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.

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 Resources 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.

Building your own Human Resources Manager OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Feel free to explore our tools:

Our Human Resources Manager OKRs examples

We've added many examples of Human Resources Manager Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.

Hope you'll find this helpful!

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 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 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 enhance the effectiveness of people management practices

  • ObjectiveEnhance the effectiveness of people management practices
  • Key ResultIncrease team productivity by 20% through refined people management practices
  • TaskDevelop communication protocols to streamline information flow
  • TaskIntroduce peer recognition and reward systems
  • TaskImplement weekly team-specific training and skill development sessions
  • Key ResultReduce turnover rate by 15% through improved management strategies
  • TaskImplement comprehensive management training programs
  • TaskFoster a positive and inclusive workplace environment
  • TaskDevelop clear communication channels between staff and management
  • Key ResultImplement feedback collection system for 100% of team members
  • TaskTrain all team members on how to use the feedback system
  • TaskEstablish a regular schedule for feedback collection and review
  • TaskSelect an effective feedback collection tool suitable for the team

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 validate AI's fit for automating HR processes

  • ObjectiveValidate AI's fit for automating HR processes
  • Key ResultConduct 20 stakeholder interviews to identify current HR process challenges
  • TaskPrepare an interview guideline highlighting HR process issues
  • TaskIdentify and list 20 key stakeholders for interviews
  • TaskConduct the 20 stakeholder interviews
  • Key ResultCollect and analyze feedback from 100 potential end-users to gauge AI solution acceptance
  • TaskAnalyze the collected feedback for user acceptability trends
  • TaskDraft and distribute a user feedback survey on the AI solution
  • TaskGather received feedback from the 100 potential end-users
  • Key ResultTest AI solution on 5 HR tasks, and achieve 80% efficiency improvement
  • TaskIdentify and select 5 HR tasks for AI implementation
  • TaskImplement AI solution on selected tasks
  • TaskEvaluate and record efficiency improvement

OKRs to foster a vibrant, energetic monday-feels-like-friday workplace culture

  • ObjectiveFoster a vibrant, energetic monday-feels-like-friday workplace culture
  • Key ResultReduce Monday absenteeism by 20%
  • TaskDevelop an engaging Monday morning team activity
  • TaskImplement flexible work hours for improved work-life balance
  • TaskIntroduce incentives for perfect Monday attendance
  • Key ResultIncrease weekly staff engagement activities by 50%
  • TaskDevelop and implement additional activities
  • TaskMonitor participation and gather feedback
  • TaskIdentify current engagement activities and their frequency
  • Key ResultImprove overall job satisfaction score by 30% on employee surveys
  • TaskIncrease training and professional development opportunities
  • TaskImplement regular employee feedback and suggestion sessions
  • TaskDevelop a comprehensive staff wellness program

OKRs to enhance HR's strategic partnership with business units

  • ObjectiveEnhance HR's strategic partnership with business units
  • Key ResultReduce turnover rate by 15% through retention strategies
  • TaskDevelop a comprehensive employee benefits and incentives program
  • TaskImplement systematic periodical employee performance reviews and promotions
  • TaskFacilitate consistent team building activities and trainings
  • Key ResultImprove employee engagement score by 20% through HR initiatives
  • TaskImplement regular team-building exercises and events
  • TaskConduct workplace culture improvement workshops
  • TaskEnhance communication channels for employee feedback
  • Key ResultImplement 3 new HR-related business alignment projects with positive feedback
  • TaskExecute the three chosen HR business alignment projects
  • TaskIdentify potential HR-related alignment projects
  • TaskGather feedback using post-implementation surveys

OKRs to enhance and Sustain High Performances in the EA Pool

  • ObjectiveEnhance and Sustain High Performances in the EA Pool
  • Key ResultImplement a new feedback system to increase employee satisfaction by 20%
  • TaskResearch and identify effective employee feedback systems
  • TaskPurchase and set up selected feedback system
  • TaskTrain staff on how to use the new system
  • Key ResultDecrease turnover rate in the EA pool to below 5%
  • TaskIntroduce competitive benefits and compensation
  • TaskImprove workplace environment through team-building activities
  • TaskImplement comprehensive and continuous training programs
  • Key ResultConduct bi-weekly training for all EAs to improve their skills by 25%
  • TaskDevelop specific training materials to enhance EA skills
  • TaskCreate a comprehensive bi-weekly EA skills training schedule
  • TaskImplement a method to measure and track skill improvement

Best practices for managing your Human Resources 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 πŸ‘‡

Tip #1: Limit the number of key results

Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.

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

Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.

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 above). 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.

Best way to track your Human Resources Manager OKRs

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full 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 Resources 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.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable πŸ‘€

Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.

Signup1 Create your workspace
Signup2 Build plans in seconds with AI
Signup3Track your progress