Call for Entries Deadline:
Dec. 4, 2026

Recognizing work that makes workplaces stronger and proves the power of people strategy

Great HR work changes what an organization can accomplish and what it feels like to work somewhere.

Ragan's HR Awards celebrates the programs, strategies, workplaces, teams and professionals behind the people practices other organizations want to learn from. From employee engagement, talent recruitment and retention, learning and development and employee benefits to leadership development, workforce planning, AI adoption, employee relations, wellbeing and culture, this prestigious human resources awards program recognizes work that pairs thoughtful strategy with meaningful results for employees and the business.

The strongest HR work often starts with a real workplace challenge. Maybe you built a manager program that made leaders more effective. Improved retention in a difficult talent market. Created a better experience for frontline employees. Helped teams navigate organizational change. Strengthened benefits or wellbeing support. Introduced responsible AI practices. Built a workplace people want to stay in. If the work solved a meaningful people problem and produced results you can show, we want to see it.

Recognition from Ragan gives that work a wider platform. It provides credible third-party validation for your HR strategy and results, gives your team or client something meaningful to celebrate and creates a proof point you can share with executives, employees, candidates, partners and the broader HR community.

Organizations, in-house HR and people teams, agencies, consultants, independent practitioners, nonprofits and government organizations around the world are invited to enter. Submit work from your own organization, put forward a client initiative you are proud of or recognize a colleague, HR leader, team or workplace whose contribution deserves the spotlight.

Take another look at the people programs, workplace improvements, leadership initiatives and HR results your organization is still talking about. One of them may belong among the year's most recognized HR work.

CATEGORIES

CAMPAIGNS AND INITIATIVES

 AI in HR: Adoption, Governance & Workforce Readiness

Recognizes HR programs that put artificial intelligence to work responsibly across the employee lifecycle while preparing employees and managers to use it effectively. Entries may cover AI adoption, workforce training, governance frameworks, ethical use, policy development, process redesign, human-AI collaboration or measurable improvements in HR service delivery, productivity and employee experience.

 Change Management & Culture Transformation

Major organizational change succeeds when employees understand what is changing, why it matters and how they fit into what comes next. This category celebrates HR-led change management and culture transformation programs tied to reorganizations, mergers, new operating models, leadership transitions, workplace shifts or broader culture initiatives. Strong entries will show thoughtful planning, employee involvement, adoption and measurable progress.

 Community Impact

HR can extend its influence beyond the workplace by helping employees and organizations contribute meaningfully to their communities. Entries may feature volunteer programs, employee giving, nonprofit partnerships, skills-based service, community engagement or other people-centered initiatives that produced clear social impact while strengthening employee connection or organizational values.

 CSR Initiatives

This category is for HR-led or people-centered corporate social responsibility programs that connect employees to an organization’s social purpose. Eligible work might include volunteerism, giving, cause-based programming, responsible employment practices, employee participation in CSR goals or cross-functional initiatives that show how HR helps turn corporate responsibility commitments into action.

 DEI Initiatives

Recognizes HR strategies and programs designed to create fairer, more inclusive workplaces and improve access, belonging and opportunity across the employee experience. Entries may address recruiting, advancement, pay equity, accessibility, employee resource groups, inclusive benefits, leadership accountability, workforce data or other efforts that demonstrate meaningful and measurable progress.

 Employee Benefits

From healthcare and leave to caregiver support, financial wellbeing and newer employee needs, benefits play a major role in how organizations attract, support and retain people. This category celebrates benefit strategies and programs that responded to workforce needs, improved access or participation, strengthened the employee experience or delivered measurable value for employees and the organization.

 Employee Engagement

Judges are looking for programs that helped employees feel more connected, involved and invested in their work and organization. Entries may include engagement campaigns, recognition programs, listening initiatives, culture-building efforts, employee voice programs, events or other strategies that increased participation, trust, connection, advocacy or engagement scores.

 Employee Experience

Great employee experience is shaped by the moments people encounter from onboarding through growth, change and departure. This category honors HR initiatives that improved one or more parts of that journey through better processes, services, technology, support or workplace practices. Entries should show how the work made employment easier, more useful, more equitable or more positive for employees.

 Employee Relations & HR Compliance

Workplace trust depends on fair processes, sound judgment and HR practices that protect both employees and organizations. This category recognizes employee relations and HR compliance work involving policy development, investigations, conflict resolution, labor or workplace relations, employment compliance, data privacy, pay transparency, leave administration, AI employment policies or other efforts that reduced risk while supporting fairness and consistency.

 ESG Initiatives

Environmental, social and governance goals increasingly depend on workforce participation and people strategy. Entries may feature HR’s role in ESG reporting, workforce metrics, responsible labor practices, sustainability engagement, social impact, governance, employee education or other initiatives that connected people practices to broader ESG commitments and produced measurable progress.

 Frontline, Deskless & Distributed Workforce Strategy

Designed for HR work serving employees who do not spend their days at a traditional desk or corporate office. Eligible entries may address frontline, field, shift-based, remote, hybrid or geographically dispersed workforces through recruiting, retention, scheduling, training, benefits access, communication, career development, engagement or workforce support. Judges will consider how well the strategy met the realities of the workforce it served.

 HR & Communications Collaboration

Some of the strongest people programs succeed because HR and communications work as one team. This category celebrates partnerships that combined HR expertise with internal communications strategy to support employee engagement, benefits, change, culture, recruiting, learning, leadership messaging or other workforce priorities. Entries should make the collaboration clear and show how the partnership improved reach, understanding, participation or results.

 Leadership & Manager Development

Managers shape the day-to-day employee experience, and organizations need leaders who are ready for that responsibility. This category recognizes leadership and manager development programs such as new-manager training, coaching, mentoring, leadership academies, succession pipelines, supervisor development and executive education. Strong entries will connect development efforts to changes in manager capability, team performance, engagement, retention or leadership readiness.

 Learning & Development

Recognizes employee learning and development programs that built skills, expanded capability and supported career growth. Entries may include upskilling, reskilling, technical training, professional development, onboarding education, learning academies, digital learning, credentialing or other programs. Judges will look for a clear workforce need, strong learning design, participation and evidence that employees or the business benefited.

 Mental Health Initiatives

Workplace mental health requires more than awareness. This category honors HR programs that improved access to mental health support, reduced stigma, strengthened manager readiness or helped employees navigate stress, burnout and other wellbeing challenges. Eligible work may include benefits, education, peer support, counseling access, manager training, workload interventions or other initiatives with meaningful employee outcomes.

 Performance, Productivity & Continuous Feedback

How organizations define, support and discuss performance is changing. Entries may feature performance management redesigns, goal-setting systems, continuous feedback models, coaching programs, productivity initiatives, manager practices or new approaches to reviews and accountability. Judges will look for a clear problem, thoughtful implementation and evidence that the work improved performance, clarity, development or employee experience.

 Talent Recruitment & Retention

This category celebrates HR strategies that helped organizations attract the right people and keep valuable talent. Eligible entries may include recruiting campaigns, candidate experience, employer branding, hiring process improvements, referral programs, retention strategies, career pathways, internal mobility or other talent initiatives. Strong submissions will connect the approach to outcomes such as quality of hire, time to fill, acceptance, retention or workforce stability.

 Total Rewards Program

Pay, benefits and recognition work best when employees understand the full value of what an organization offers. This category recognizes total rewards strategies that bring together compensation, incentives, benefits, wellbeing, recognition or other elements of the employee value proposition. Entries may address pay transparency, reward communication, personalization, equity, competitiveness or measurable improvements in attraction, retention and employee understanding.

 Workforce Strategy, Planning & Organizational Design

Built for HR work that helps organizations put the right capabilities, roles and structures in place for what comes next. Entries may focus on workforce planning, skills-based talent strategy, job architecture, organizational design, succession, redeployment, reskilling, internal mobility, talent intelligence or scenario planning. Judges will look for a clear business need and evidence that the strategy improved workforce readiness or organizational performance.

 Workplace Wellness Programs

Wellness programs can support physical, financial, social and emotional wellbeing while improving the overall employee experience. This category honors workplace wellness initiatives that moved beyond one-time activities to create meaningful participation or behavior change. Entries may include preventive health, fitness, financial wellness, caregiving support, sleep, nutrition, stress management or integrated wellbeing programs with measurable outcomes.

TOP HR WORKPLACES

 Large Organization (1,000+ Employees)

Open to organizations with 1,000 or more employees that demonstrate outstanding HR leadership and people practices at scale. Entries may highlight workplace culture, employee experience, engagement, talent strategy, benefits, learning, leadership development, wellbeing, inclusion or other HR programs that make the organization a strong place to work. Judges will look for evidence that the approach produces meaningful outcomes for employees and the business.

 Mid-Size Organization (100-999 Employees)

This category recognizes organizations with 100 to 999 employees that have built a strong workplace through thoughtful HR strategy and consistent people practices. Entries may showcase culture, engagement, employee experience, recruiting and retention, development, benefits, leadership, wellbeing or other programs. The strongest submissions will show how HR priorities connect to employee needs and measurable organizational results.

 Small Organization (Less than 100 Employees)

Small organizations can create exceptional employee experiences without the resources of a large enterprise. Open to employers with fewer than 100 employees, this category honors workplaces where smart HR practices, strong culture and close attention to people make a measurable difference. Entries may address hiring, retention, development, benefits, engagement, flexibility, communication, wellbeing or other programs tailored to a smaller workforce.

PEOPLE & TEAMS

 Hall of Fame

Ragan’s HR Awards Hall of Fame honors distinguished HR leaders whose careers have made a lasting contribution to employees, organizations and the profession. Nominees should demonstrate sustained leadership, influence and achievement over time, with a record of shaping workplace culture, people strategy, talent, employee experience or broader HR practice. This recognition is intended for career-long impact rather than a single year of accomplishment.

 CHRO/Chief People Officer of the Year

Reserved for senior HR executives whose leadership had a significant impact on their organization and its people. Nominees may be CHROs, chief people officers or equivalent executives responsible for enterprise people strategy. Judges will consider strategic leadership, business partnership, culture, workforce decisions, talent outcomes, organizational performance and the executive’s ability to guide the people function through complex challenges.

 HR Professional of the Year

This award recognizes an HR professional whose work delivered exceptional value to employees and the organization during the eligibility period. Nominees may come from any HR specialty or level and might be recognized for solving a difficult workforce challenge, leading an important initiative, improving a people process, strengthening culture or producing measurable results through strong HR judgment and execution.

 HR Team of the Year

Great HR work is rarely the result of one person alone. This category celebrates in-house HR, people or cross-functional HR teams that delivered outstanding results through collaboration, expertise and execution. Entries may highlight major programs, operational improvements, workforce initiatives, culture work or a body of achievement across the year. Judges will look for teamwork, problem-solving and measurable impact.

 HR Leaders to Watch (Age 30 or Under)

Created for rising HR professionals age 30 or younger who are already making a meaningful mark on the profession. Nominees may work across talent, employee experience, learning, benefits, people analytics, employee relations, HR strategy or other specialties. Strong entries will show initiative, results, leadership potential and contributions that distinguish the nominee early in their career.

HOW TO ENTER

All entries must be submitted through the online entry form.

  1. Choose your category. Review the HR Awards categories and select the category or categories that best reflect the program, initiative, workplace, team or individual you want to recognize.
  2. Tell the story behind the work. Prepare a 350 to 900 word entry that gives judges a clear understanding of the challenge or opportunity, the goals, the strategy or approach, how the work was carried out and why it mattered. Team and individual entries should focus on the achievements, leadership, collaboration and impact most relevant to the category.
  3. Show the results. Include meaningful evidence such as engagement or retention data, hiring outcomes, participation rates, employee feedback, wellbeing measures, performance indicators, dashboards, testimonials, program materials, photos, videos, links or other supporting materials that help judges understand the impact.
  4. Submit and complete payment. Complete the online entry form, upload your supporting materials, add your entry or entries to the cart and finish checkout. Submit by December 4, 2026 to enter by the standard deadline. Entries remain open through December 11, 2026 with an additional late fee.

Entries require at least two supporting materials and may include up to 10 documents, five URLs and relevant testimonials.

ENTER

ELIGIBILITY REQUIREMENTS

Ragan's HR Awards are open to organizations, agencies, in-house HR and people teams, independent practitioners, consultants and partners worldwide. Eligible entrants may represent corporations, private companies, nonprofits, government organizations and other sectors. All entries must be submitted in English.

You may enter work completed by your own organization or team, submit eligible work on behalf of a client or recognize a colleague, HR leader, team or workplace in an applicable category.

Campaign and initiative categories recognize HR programs and people strategies. Top HR Workplaces categories recognize organizations by employee size. People & Teams categories honor CHROs and chief people officers, HR professionals, rising leaders, teams and Hall of Fame candidates.

If the same program, initiative or achievement is a strong fit for more than one category, you may submit it in multiple categories. Each entry is judged independently.

If you are unsure which category best fits your work, review the full category descriptions or contact the Ragan Awards team for guidance.

This year’s program is open to any work executed between Dec. 1, 2025, and Dec. 11, 2026, inclusive.

ENTRY FEES

The fee for this program is $550 per entry.

A late fee of $325 per entry will be added to all entries received after 11:59 p.m. Central time, December 4, 2026.

Do you have a campaign or project you'd like to enter into multiple categories? Pay the original entry fee, and then only $250 for each additional category!

All entries are non-returnable and non-refundable.

W-9 Form / Tax ID Number Request

Frequently Asked Questions

What are Ragan's HR Awards?
Ragan's HR Awards are a global human resources recognition program honoring outstanding HR campaigns and initiatives, workplaces, teams and professionals. The awards recognize work that improves employee experience, workplace culture, talent outcomes, leadership, wellbeing and organizational performance through clear goals, thoughtful strategy, strong execution and measurable results.
Why should I enter Ragan's HR Awards?
Entering gives your HR work the opportunity to earn respected third-party recognition from Ragan. A winning entry can validate the value of your people strategy, celebrate the team or individual behind the results, strengthen credibility with executives and clients and provide a meaningful proof point for recruiting, employer branding, internal communications and future HR initiatives. Recognition also gives organizations a way to benchmark their work alongside successful HR programs, teams and workplaces across industries.
Who can enter Ragan's HR Awards?
Organizations, agencies, in-house HR and people teams, consultants, independent practitioners and partners worldwide may enter. Eligible entrants may represent corporate, nonprofit, government and other sectors. All submissions must be in English.
Can an agency or consultant enter HR work on behalf of a client?
Yes. Agencies, consultants and other eligible partners may submit work created or supported on behalf of clients. A strong entry should clearly explain the challenge, the roles of the organizations involved, the strategy, the execution and the results.
Can I enter a colleague, client, HR leader or team?
Yes. Applicable People & Teams categories recognize individual HR professionals, CHROs and chief people officers, rising leaders, HR teams and Hall of Fame candidates. You may nominate an eligible colleague or client, and self-nominations are welcome where applicable.
What types of HR work can be entered?
Ragan's HR Awards recognize work across the human resources profession, including employee engagement, employee experience, recruiting and retention, leadership and manager development, learning and development, employee benefits, total rewards, workplace wellness, mental health, employee relations and HR compliance, AI adoption and workforce readiness, workforce planning and organizational design, frontline and distributed workforce strategy, change management, culture, DEI, CSR, ESG and HR and communications collaboration. The program also recognizes top HR workplaces, HR teams and individual HR leaders and professionals.
Can I enter the same HR program in multiple categories?
Yes. A program, initiative, team or achievement may be entered in more than one category when it genuinely fits multiple areas of recognition. Each submission is evaluated independently. Consider tailoring each entry so the goals, strategy, execution and results most relevant to that category are easy for judges to see.
What do the judges look for in an HR Awards entry?
Judges look for clear objectives, strong strategy, thoughtful execution and measurable results. The strongest entries explain the workplace or business challenge, why the chosen approach made sense, how the work was implemented and what changed for employees, the organization or both.
What HR results or metrics should I include?
Use results that connect directly to the goals of the work. Depending on the entry, useful measures may include engagement scores, retention, turnover, hiring outcomes, time to fill, participation, internal mobility, manager effectiveness, learning completion, performance measures, employee feedback, wellbeing indicators, benefits participation, productivity, cost savings, compliance outcomes or other relevant workforce and business results. Not every HR initiative needs the same metrics. Judges are looking for credible evidence that shows whether the work achieved what it set out to accomplish.
How long should an HR Awards entry be?
Campaign, team and individual entries should be 350 to 900 words. Use the space to give judges enough context to understand the challenge, strategy, execution and results without relying on supporting materials to tell the full story.
How much does it cost to enter Ragan's HR Awards?
The standard entry fee is $550 per entry. A $325 late fee applies to each entry submitted after the December 4, 2026 entry deadline. Late entries will be accepted through December 11, 2026. Discounted pricing is available for the second entry and beyond.
When is the 2026 HR Awards entry deadline?
The entry deadline is December 4, 2026. Entries submitted after the standard deadline will be accepted through the December 11, 2026 late deadline, with an additional late fee.
How are Ragan HR Awards winners recognized?
Winners receive visibility across Ragan's websites and social channels, along with editorial coverage highlighting their work and results. Recognition gives organizations, teams and HR professionals a credible accomplishment they can share with employees, leadership, candidates, clients and industry peers.
When will finalists or winners be notified?
Judging timelines vary. Entrants will receive a post-entry email within 14 days after the program closes with the expected notification timeline and next steps.
How do I choose the right HR Awards category?
Start with the main problem the work was designed to solve and the strongest result it produced. Consider whether you most want judges to evaluate the people strategy, employee experience, talent outcome, leadership approach, workplace impact or professional achievement behind the entry. If the work clearly demonstrates excellence in more than one area, you may enter multiple categories. Each category is judged independently.

Additional Questions

If you have any questions about the program or problems submitting your entry, please call Brendan Gannon at 312-960-4407 or email [email protected].

Sponsorship Opportunities

If you are interested in sponsoring one of Ragan Communications’ award programs, please contact Morgan Einspanier at [email protected]. 

Ragan Communications is not responsible for shipping fees related to trophies or certificates.