Crafting Impactful OKRs for a People Analytics Leader

It’s that time of year again—time to write your OKRs for the new year ahead! For People Analytics leaders, setting the right Objectives and Key Results is essential to driving impactful, data-driven change across your organization. For People Analytics teams, OKRs don’t just set goals; they provide a roadmap to leverage data insights that can shape workforce strategies, boost employee engagement, improve retention, and drive DEI efforts. 

Crafting meaningful OKRs can empower you to showcase the value of data in making better talent decisions, aligning people strategies with broader business goals, and creating a more agile, inclusive workplace. Ready to make this year’s OKRs your most powerful yet? Let’s dive in to some examples:

Objective 1: Enhance Data-Driven Decision Making for Workforce Strategies

Key Results:

1. Increase the adoption/usage of people analytics tools among HR and business leaders by 30% within the next two quarters.
2. Deliver 5 high-impact reports or dashboards on critical talent metrics (e.g., employee retention, engagement, DEI, productivity) by the end of the fiscal year.
3. Reduce the time taken to generate talent insights by 90% by automating key reports and analytics processes.

Objective 2: Improve Employee Retention and Experience Using Predictive Analytics

Key Results:

1. Develop and deploy a predictive attrition model that identifies high-risk employee segments, achieving at least 80% accuracy in predictions.
2. Implement 3 targeted retention strategies for high-risk groups, resulting in a 10% reduction in voluntary turnover in the next 6 months.
3. Launch a quarterly employee engagement survey with an analytics-backed action plan, increasing overall engagement score by 5% within the year.

Objective 3: Drive Diversity, Equity, and Inclusion (DEI) through Data Insights

Key Results:

1. Create a DEI analytics dashboard to track metrics like representation, promotion rates, and pay equity, and present quarterly insights to the leadership team.
2. Identify 3 key areas for improving diversity hiring and develop targeted recommendations, leading to a 15% increase in diverse hires over the next two quarters.
3. Measure and improve inclusion scores across the organization by 10%, based on employee feedback surveys.

Objective 4: Optimize Workforce Productivity through Advanced Analytics

Key Results:

1. Develop a productivity model that correlates workforce performance with key business outcomes, enabling a 5% improvement in team productivity within the next 12 months.
2. Analyze and optimize workforce allocation, reducing project or team workload imbalances by 20% by the end of the year.
3. Use employee performance data to refine and improve the performance management process, increasing satisfaction with the performance review process by 15%.

Objective 5: Increase Data Literacy Across the HR Team

Key Results:

1. Conduct 5 training sessions on people analytics tools and methodologies for HR business partners, resulting in a 50% increase in self-service analytics usage.
2. Establish a knowledge-sharing platform where HR teams can access best practices, case studies, and data-driven decision-making guides, with at least 70% HR team engagement.
3. Implement a certification program for advanced people analytics skills, certifying at least 10 HR professionals within the first year.

Does this list look ambitious? Not with Included.

Our platform eliminates the manual, redundant steps from your team’s plate, such as pulling data for stakeholders, cleaning datasets, writing reports, and creating endless dashboards. This allows your strategic people analytics team to focus on delivering measurable, meaningful business outcomes.

As the AI-native people analytics solution, Included transforms your team not as a service provider, but as a key driver of business value, influencing both day-to-day decisions and long-term strategies for sustained organizational success.