The Head of People (People Ops / Talent / HR) helps the organization stay aligned, resilient, and high-performing—especially through growth and change. Your OKRs work best when they translate culture into measurable outcomes, equip managers to lead well, and increase clarity across the company (without turning OKRs into compensation math).
What are good Head of People goals?
Build OKRs around initiatives like:
Engagement + retention (especially regrettable attrition)
Manager enablement (coaching, feedback quality, role clarity)
Onboarding + time-to-productivity
Change communication + trust (clarity during transformations)
People analytics + operating cadence (fewer “surprise” people issues)
OKR Example 1: Engagement & Retention
Objective: Improve engagement and retain top talent through clearer priorities and growth opportunities.
Key Results:
Increase engagement score from 68% → 78%
Reduce regrettable attrition from 12% → 8%
Increase internal mobility fill rate from 18% → 30%
Improve “I see how my work connects to company goals” from 3.0 → 4.1 / 5
OKR Example 2: Manager Enablement
Objective: Equip managers to run outcome-driven teams through better coaching and clarity.
Key Results:
Train 95% of people managers in coaching + expectations setting
Improve manager effectiveness score from 3.4 → 4.2 / 5
Reduce “unclear expectations” HR tickets from 60/month → 25/month
Increase completion rate of monthly 1:1s from 70% → 90%
OKR Example 3: Onboarding & Time-to-Productivity
Objective: Reduce time-to-productivity by making onboarding clearer and more consistent.
Key Results:
Reduce time-to-productivity from 75 days → 55 days
Increase onboarding satisfaction from 4.0 → 4.6 / 5
Achieve 90% completion of 30-60-90 milestones by day 60
Reduce first-90-day attrition from 6% → 3%
OKR Example 4: Change Communication & Trust
Objective: Build trust in how priorities are set and measured during periods of change.
Key Results:
Improve “I understand why priorities change” from 2.9 → 4.1 / 5
Improve “OKRs are for alignment, not punishment” from 2.8 → 4.0 / 5
Reduce “OKRs affect compensation” confusion from 45% → 15% (pulse survey)
Increase participation in OKR Q&A / office hours from 40 → 120 per quarter
OKR Example 5: People Ops Cadence & Data
Objective: Run a reliable people ops cadence using trusted data to support leadership decisions.
Key Results:
Launch a monthly people dashboard adopted by 100% of leadership
Reduce time to produce people metrics reports from 5 days → 1 day
Improve “people data confidence” score from 3.2 → 4.2 / 5
Achieve 95% on-time completion of quarterly people reviews (succession, calibration, planning)
Subscribe to our newsletter
Share OKRs Examples:
FAQs