HR Mission Statement: 10 Examples to Create Your Own
Outstanding people have one thing in common: an absolute sense of mission,” said author and motivational speaker Zig Ziglar. Giving your HR team a targeted mission incentivizes them to activate results.
An intentional and relevant HR mission statement fuels a comprehensive HR strategy. It helps everyone in the organization understand what HR aims to achieve and why it matters, offering insight into how HR supports the workforce and contributes to business success.
A clear mission statement also tethers HR teams to a collective point of reference for setting priorities and making decisions that positively impact the organization.
This article will explain why an HR mission statement is important, share real-world examples, and offer tips for creating an authentic and achievable one for your HR department.
Contents
What is an HR mission statement?
Why is a human resources mission statement important?
10 examples of HR mission statements
HR mission statement vs. HR vision statement
How to write an impactful HR mission statement
Top HR mission statement writing tips
FAQ
What is an HR mission statement?
An HR mission statement is a short, clear summary of an organization’s human resources department’s purpose and aspirations. It’s a compass that sets a clear direction for the department and influences how HR tasks and initiatives are executed.
With a Human Resources mission statement in place, the department can align its functions with the organization’s core mission and values, making all HR-related activities work towards a common goal. This helps teams understand how their endeavors contribute to the organization’s success.
Why is a Human Resources mission statement important?
An HR mission statement is valuable for any HR team as it provides clear guidance for the department’s activities and establishes a unified sense of identity and purpose.
Here are a few key reasons why creating an inspiring HR mission statement matters:
- Aligning HR activities with the overall organization: A mission statement connects the HR department’s efforts with the broader mission, goals, and values of the organization. It keeps HR-related activities focused on supporting what the organization aims to achieve.
- Guiding decision-making and prioritization: With the foundation of an HR mission statement, it becomes easier to determine if a new HR initiative, policy, or practice aligns with the department’s purpose and values. This helps guide decision-making and prioritization so that the department concentrates on what is most crucial.
- Strengthening organizational culture: HR mission statements convey the values and principles the department advocates. This communicates to all employees what HR stands for and sets an example that can reflect positively on company culture.
- Being a powerful tool for recruitment and retention: By clearly communicating the department’s purpose and values to potential employees, an organization can attract individuals who connect with its culture and values. An HR mission statement that is lived out can also contribute to higher employee retention when they believe the organization is committed to them and their wellbeing.
- Improving employee development: An HR mission statement will guide employee development by giving employees insight into how their work contributes to the organization’s main mission. This can lead to greater engagement, motivation, and productivity among employees. The mission statement also holds HR team members accountable and can be a basis for assessing progress and effectiveness.
- Facilitating regular review and update: Organizations evolve, and priorities will shift. An HR mission statement should be regularly reflected on and adapted to ensure it remains relevant to current strategic objectives. Implement and communicate updates throughout the organization to ensure that all employees understand and stay motivated by the department’s purpose and values.
While the HR strategy creates a cognitive understanding of the shared focus areas and priorities, the HR mission statement creates an emotive connection to the strategy that inspires and motivates the team towards a shared vision.
10 examples of HR mission statements
Human Resources mission statements vary in length, structure, and content to best suit the needs of various organizations. Below are various existing HR mission statement examples that can inspire you to create one that reflects your department and resonates with your employees.
Example 1: Amazon
Amazon’s HR mission statement: “What unites Amazon employees across teams and geographies is that we are all striving to delight our customers and make their lives easier.”
What we like about this statement
Employees are at the heart of Amazon’s mission statement, which focuses on uniting employees, navigating challenges through diverse perspectives, and elevating customers’ needs.
Example 2: City of Lawrenceville, Georgia
City of Lawrenceville HR mission statement: “It is the mission of the Human Resources Department to ensure that the human resources management strategies, systems, and programs effectively contribute to attracting, retaining, motivating, and developing a high-quality, productive workforce focused on the missions and goals of the City of Lawrenceville. Human Resources will foster an inclusive culture that embraces diversity and encourages personal and professional growth while ensuring the City’s success as an organization.”
What we like about this statement
It aligns HR programs with the city’s mission and goals and prioritizes a workforce that can champion them.
Example 3: John Hopkins University
John Hopkins University HR mission statement: “HR supports the university’s threefold mission of education, research, and discovery by developing and implementing policies, programs, and services that sustain an innovative and diverse workforce that is committed to excellence.”
What we like about this statement
It is concise and completely centered on the university’s mission while factoring in the type of workforce that will support it.
Example 4: Adobe
Adobe’s mission statement: “We believe that when people feel respected and included, they can be more creative, innovative, and successful, which is why we are committed to investing in building a diverse and inclusive environment for our employees, customers, partners, and the tech industry as a whole.”
What we like about this statement
It aligns with the company’s values and emphasizes how diversity and inclusion drive creativity, innovation, and success.
Example 5: Adidas
Adidas’s people strategy: “Our goal is to develop a culture that values the experience, wellbeing, and performance of our employees. To support this, we focused on implementing and embedding our six values, introduced in 2022, across our people policies and processes, including the way we hire, promote, and evaluate performance. Our six values are: Courage, Ownership, and Innovation, as well as Team Play, Respect, and Integrity.”
What we like about this statement
This strategy holds employees in high regard and embeds the company’s culture and values throughout HR policies and processes.
Create a powerful HR mission statement to drive success
An impactful HR mission statement aligns your team with the organization’s goals, guiding decisions and inspiring growth. It clarifies HR’s purpose and strengthens culture, recruitment, and retention efforts.
With AIHR’s HR Manager Certificate Program, you’ll gain the skills to craft and implement meaningful HR strategies, including mission statements that resonate with your workforce and support business objectives.
Example 6: City of Cedar Park, Texas
City of Cedar Park HR mission statement: “The Human Resources Department is a cohesive, collaborative team of professionals committed to providing our community exceptional public service by promoting a healthy and positive work environment. The Human Resources Department facilitates employee growth, accountability, and empowerment throughout our organization by valuing integrity, efficiency, innovation, fairness, and character in all of our relationships and interactions.”
What we like about this statement
It states a commitment to fostering employee development and a positive work environment. It also explains the values that the HR staff are held to.
Example 7: U.S. Department of Commerce
U.S. Department of Commerce HR mission statement: “To develop and manage value-added human resources policies and programs; provide expert consultation, services, and solutions in an efficient and customer-focused manner; and provide our employees with the tools necessary to meet our customers’ needs. We are committed to the fair selection and development of our diverse workforce. To contribute to the achievement of the Department of Commerce’s organizational and management excellence by becoming a preeminent government leader in the management and development of human resources.”
What we like about this statement
It describes what the HR department does and the way they go about doing it to serve the organization and impact its success.
Example 8: Buffalo State University
Buffalo State University HR mission statement: “Human Resource Management/Payroll is a knowledgeable, service-oriented team dedicated to providing supportive and innovative services and relevant and timely advice to our workforce. We bring clarity and efficiency to human resource processes and structures through cross-team collaboration and transparent communication. We are committed to promoting a quality work environment that positively influences the education of our students.”
What we like about this statement
It specifically defines the type of service HR offers and states a dedication to creating a work environment that supports the university’s purpose.
Example 9: Google
Google’s HR mission statement: “Building belonging: Working to expand what’s possible for everyone by building belonging in our workplace, products, and society.” It continues with: “Helping every Googler feel seen, connected, supported, and empowered to participate fully.”
What we like about this statement
This statement is part of Google’s broader commitments to its users, employees, and society. It emphasizes Google’s commitment to fostering a sense of belonging, not just within its workplace but also through its products and impact on society.
The company aims to make every employee feel “seen, connected, supported, and empowered,” highlighting its focus on inclusivity and creating an environment where everyone can actively participate and contribute. The emphasis on belonging reflects the company’s dedication to building a supportive, collaborative space where employees feel valued and can succeed.
Example 10: University of Toledo
University of Toledo HR mission statement: “The Toledo Human Resources mission is to provide strategic and high-quality services to students, staff, and faculty in support of the university’s mission to improve the human condition and be a transformative force in the world. This includes leadership in labor and Employee Relations, personnel management services, staffing, compensation, benefits administration, and consultation on all workforce issues.
Utilizing our knowledge base and working as a team, we will provide excellent service to our entire customer base in a timely, efficient, and confidential manner, consistent with the goals of the institution.”
What we like about this statement
It is very clear about what the HR department does and its role in supporting the university’s central mission.
HR mission statement vs. HR vision statement
An HR mission and vision statement may sound similar, but they serve different purposes. In simple terms, an HR mission statement tells you what the department is doing today, and an HR vision statement tells you where the department wants to be in the future.
A mission statement illustrates an HR department’s purpose and values. It describes what you do, how you do it, and why it matters. It is used to guide HR in making decisions and determining priorities.
A vision statement depicts where HR and the organization are headed. It describes the “why” behind your mission by articulating the department’s impending aspirations and the impact it hopes to have on the organization and its employees. It is used to inspire long-term planning and goal setting.
Together, the two demonstrate what HR is doing and where it needs to go. Ideally, the HR vision will be fulfilled by sustaining the HR mission.
Here is an overview of the key differences:
Content
Defines the current role and primary objectives of HR within the organization.
Describes the future goals and aspirations for HR’s impact on the organization.
Time frame
Focused on the present—what HR does now to support the company.
Focused on the long-term future—what HR strives to achieve.
Focus
Operational and functional—deals with day-to-day HR activities like recruitment, employee engagement, and compliance.
Strategic and aspirational—deals with where HR aims to take the workforce and organizational culture.
Audience
Mainly internal—targets employees, management, and stakeholders involved in current HR processes.
Internal and external—targets future employees, stakeholders, and partners with long-term alignment.
How to write an impactful HR mission statement
Writing a compelling HR mission statement takes time and effort. However, with the right approach, you can create one to be a powerful frame of reference for the direction and activities of your department.
The following three elements are the foundational components of an effective mission statement:
- HR purpose: The HR purpose is the reason for the department’s existence. It defines the department’s role within the organization and outlines its specific activities. A clear and concise HR purpose helps align the department’s actions and methods with the organization’s mission and values and guides decision-making and prioritization.
- HR values: The HR values are the guiding principles that the department will adhere to in all its activities. These should reflect the organization’s underlying values.
- HR goals: The HR goals should align with the company’s overall goals and be specific, measurable, and achievable. These goals serve as a touchstone for long-term planning and goal setting.
Here are some guidelines that will help you write a meaningful HR mission statement:
Step 1: Explain your purpose and employee offering
Creating an HR mission statement starts with understanding your department’s purpose and target audience. Answer the critical what, who, and why questions:
- What are we doing?
- Who are we doing it for?
- Why are we doing it?
Who is your ideal employee and what company culture are you trying to achieve? This will help you to define what your department has to offer employees.
Step 2: Identify the core HR values and goals
Determine what drives your HR team and makes it unique. These are your core values. Then describe what the department wants to achieve in one or more overarching goals.
Step 3: Align HR core values with the company’s mission and values
Once you have decided on the department’s core values and goals, correlate them to the organization’s presiding mission and values. Express how HR’s approach and activities contribute to achieving the organization’s aspirations.
Step 4: Create a market-defining story
You don’t want your HR mission statement to sound like everyone else’s. Create a narrative that explains what makes HR at your organization special and differentiates your HR mission from competitors.
Step 5: Check for authenticity
An HR mission statement must be a true reflection of your organization and not just a grand gesture. It should be optimistic yet achievable. Be realistic about what is attainable by the organization.
Step 6: Get input from employees
Your HR mission statement should be centered on employees. Their involvement fosters collaboration and a sense of ownership. Solicit employee input to ascertain whether they understand the mission statement and feel motivated by the department’s purpose and values.
Step 7: Review and update regularly
An HR mission statement should be regularly reviewed and updated to ensure that it remains aligned with the organization’s current goals and objectives.
Step 8: Communicate and implement
Once you have created an impactful HR mission statement, it’s essential to communicate it throughout the organization. Include it in the onboarding process, and post it on the career website, internal communications, recruiting materials, and social media.
Top HR mission statement writing tips
Here are some top writing tips to help you craft a clear, concise, and compelling Human Resources mission statement:
- Keep it brief and to the point: Focus on communicating the department’s purpose and values clearly and concisely. Avoid buzzwords, jargon, and complex language.
- Make it unique: Your HR mission statement should be unmistakably yours and not look similar to those of other organizations, especially your competitors. Marna van der Merwe, Subject Matter Expert at AIHR, says: “It should also be authentic and recognizable. If an emplyee read the mission statement, it should reflect what they experience within the business through the HR practices and processes they are exposed to.”
- Use the right tone: The tone of your HR mission statement should be consistent with the business’s brand. For instance, if you’re a fun, relaxed company, ensure that your HR mission statement conveys this.
- Use strong verbs: Make sure your HR mission statement contains solid and action-oriented verbs. This helps to convey a sense of urgency and excitement about the work that you do.
- Focus on both the present and future: The mission statement should address short- to medium-term focus areas that employees interact with daily, while also being future-focused and aspirational.
- Inspire growth: As Marna puts it, “The mission statement should be aspirational, encouraging the HR team to push beyond their comfort zone to achieve it.” A well-crafted mission should inspire the team to strive for improvement and innovation.
- Maintain a conversational tone: Relate your HR mission statement to your audience. It should sound natural and convey a sense of approachability and friendliness.
On a final note
If HR doesn’t define its purpose and direction, it lacks an identity on which to base decisions, policies, and activities. An HR mission statement captures the essence of what HR has to offer and how it serves organizational ambitions.
When HR employees understand their specific mission, they can form a unified and committed team that leads and supports the rest of the workforce toward achieving the organization’s prevailing mission and goals.
FAQ
A good HR mission statement clearly, concisely, and effectively communicates the department’s purpose and values. It should be unique, stand out from competitors, and align with the organization’s overall mission and values. It should also involve employees and be regularly reviewed and updated.
An HR mission statement is crucial because it serves as a guide for the department’s activities and aligns them with the overall mission and values of the organization.
Some benefits of an HR mission statement include the following:
– It aligns the department’s activities with the overall mission and values of the organization
– It is a powerful tool for recruitment, retention, and employee development
– It ensures employees understand the department’s purpose and values.
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