Human Resources July 2026
~655k
Questions answered
over 12 months- /
~600
Organizations
These insights represent ~655k questions answered from ~600 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Financial Services, Information Technology & Services, Internet, Insurance, Hospital & Health Care, Nonprofit Organization Management, Utilities, Electrical/Electronic Manufacturing, Marketing & Advertising
Reported gender breakdown
Female
76%
Male
24%
Non-Binary
0.09%
Are employees committed to their organizations?
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
73% of Human Resources employees are engaged
This is in the top 42% compared with the overall average.
The median eNPS score for organizations in this benchmark is 19 and is in the top 45% compared with the overall average.
How does Human Resources compare?
People in Human Resources were much more positive than average regarding Decision Making, Performance Confidence, and Equity.
On the lower side, people in Human Resources had much lower favorable scores than average in Work Pressure, Transparency, and Work Pressure.
People working in Human Resources are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Human Resources are less engaged than Renewables & Environment North America, Renewables & Environment United States, Computer Software Asia, and Manufacturing Southeast Asia.
The highest scoring question for Human Resources had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Human Resources were generally least favourable about Decision Making, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 20% of people disagreeing (-3% below average).
Which questions matter the most?
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Human Resources organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I am happy with my current role relative to what was described to me | Alignment & Involvement |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% compared to overall).
Understanding Tenure distributions
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Tenure distributions
Less than 3 months
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
26%
4 to less than 6 years
15%
6 to less than 10 years
13%
Greater than 10 years
12%