HR · 8 KPIs
HR KPI Templates: 8 People Metrics That Drive Business Outcomes in 2026
HR analytics has matured beyond headcount and turnover. The eight templates below cover the people metrics that correlate with business outcomes: who stays, why they stay, how fast you can hire the right people, and whether your pay practices hold up to scrutiny. They blend lagging indicators (attrition, time to hire) with leading ones (eNPS, internal mobility, training hours) so HR leaders can act before problems surface in exit interviews. Each KPI includes a formula, a benchmark range, and a review frequency appropriate for the metric's volatility.
KPI #1 · Quarterly
Voluntary Attrition Rate
Formula
(Voluntary Departures / Average Headcount) × 100, annualized
Benchmark Range
10–15% annually
What good looks like
Under 10% annually for stable industries; under 15% for high-growth tech.
What bad looks like
Above 20% annually. Compounding cost of replacement plus knowledge loss.
KPI #2 · Quarterly
Regrettable Attrition Rate
Formula
(Departures Tagged 'Regrettable' / Voluntary Departures) × 100
Benchmark Range
40–60%
What good looks like
Below 50%. Means roughly half of departures are intentional fit corrections.
What bad looks like
Above 75%. The people you most want to keep are leaving the fastest.
KPI #3 · Quarterly
Employee Net Promoter Score (eNPS)
Formula
% Promoters (9–10) − % Detractors (0–6) on 'Would you recommend working here?'
Benchmark Range
20–40
What good looks like
Above 30 is strong; above 50 is exceptional for a company of any size.
What bad looks like
Below 0. Means more detractors than promoters; expect referral pipeline to dry up.
KPI #4 · Monthly
Time to Hire
Formula
Average Days from Job Opened to Offer Accepted
Benchmark Range
30–45 days (IC), 45–75 days (leadership)
What good looks like
Under 30 days for non-executive roles. Under 60 days for leadership.
What bad looks like
Above 90 days. Candidates drop out and managers fill gaps with contractors.
KPI #5 · Monthly
Offer Acceptance Rate
Formula
(Offers Accepted / Offers Extended) × 100
Benchmark Range
80–95%
What good looks like
Above 85%. Means comp, role, and brand are all aligned with the candidate pool.
What bad looks like
Below 70%. Indicates a disconnect between expectation-setting and final offer.
KPI #6 · Quarterly
Internal Mobility Rate
Formula
(Internal Moves / Total Hires + Internal Moves) × 100
Benchmark Range
20–40%
What good looks like
Above 25% of role fills come from internal moves. Signals career growth.
What bad looks like
Below 10%. Usually means people have to leave to grow.
KPI #7 · Quarterly
Training Hours per Employee
Formula
Total Learning & Development Hours / Average Headcount
Benchmark Range
30–60 hours annually
What good looks like
30+ hours per employee per year, with completion tracked alongside hours.
What bad looks like
Under 10 hours and falling. Skills atrophy and engagement drops.
KPI #8 · Quarterly
Pay Equity Ratio
Formula
Median Pay of Underrepresented Group / Median Pay of Reference Group, controlled for role and tenure
Benchmark Range
98–102% (post-controls)
What good looks like
Within 1–2% of parity after role and tenure controls.
What bad looks like
Gap larger than 5% after controls. Legal and reputational risk.
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