The current study seeks to explore Aristotle’s concept of eudaimonia, or the good life, as a means to inform organizational communication in order to reimagine human resource management.  The project begins by laying bare the current paradigm of egoism/altruism as the inappropriately accepted method to interpret relationships.  Google is used as an example of a successful contemporary organization widely criticized for their profitability and exploitation of workers.  A historical example, Robert Owens, of the 19^th century social utopians is used to illustrate a successful enterprise widely lauded for their altruism and benevolence.  If one judges Google by the criteria applied to Robert Owens and Robert Owens by the criteria applied to Google, it becomes clear that praise and blame are dependent solely on the bias of the critic.  A new paradigm of reciprocity is offered as an alternative to the Hobbesian paradigm shown lacking.  Aristotle’s concept of the polis is used to illustrate reciprocity as the dominant paradigm for interactions between individuals.  McIntyre provides insight into reciprocity as does Thames.  Aristotle’s concept of eudaimonia is discussed and connections are made to organizational communication, specifically those done internally to create a culture or brand.    I end with a discussion of what human resources according to Aristotle should look like, as well as implications for further study.