Hi Ashvan,
That's a fabulous idea, and I really like your intention of appreciating our HR folks, who all the time get ignored since they are the organizers/volunteers. I have felt the same at times but could not take a further step. It's a really appreciable thought but a bit tough to put it into innovation any more, as HR are the people who always come up with one idea or another. As per my knowledge, I would like to propose the following points.
Let me try my way here, and I would like to present my version of what I would do if I were in this scenario.
1. Engage them with the company's vision and mission, be transparent with management practices, and open them up for decision-making discussions.
2. Appreciate their small activities, where they do not expect any recognition. You may overlook appreciation for a Senior Manager's closure or practice implementation but not for dealing in a smart way with client/employee interaction.
3. Trust them and provide challenging work, push them beyond their current knowledge levels, and make them realize they can do a lot more than they think.
4. Provide awards within the internal team, ensuring each talent is equally recognized and rewarded. Organize some fun activities involving the entire organization.
5. Have conversations with them about their career aspirations, mentor them in those aspects, and guide them towards a better path. Maintain a balanced work-life relationship with them.
6. Last but not least, you should be an ideal role model to them in all aspects and influence them with your way of managing things. That's all the followers would expect from their reporting person in a general scenario.