A career as an HR Partner at the ICRC: what to expect
Human Resources (HR) Partners are at the heart of the work of the ICRC, an organization with over 16,000 staff in more than 90 countries. They support managers, connect field realities with headquarters (HQ) and help teams navigate complex human challenges across regions. Working within the People Division, in charge of HR, they operate across multiple delegations, combining strategic influence with hands-on support.
What does this role look like in practice and why choose it?
In this conversation, Emmanuelle Moreno (HQ HR Partner for Africa) and Cherif Souberou (Field HR Partner for French-speaking Africa) talk about their experiences, what the role entails and what makes it meaningful. Their perspectives also come at a timely moment, as an HR Partner position is currently open for West Africa.
What is it like to be an HR Partner at the ICRC?
Cherif Souberou:
In practice, the role is very dynamic. You’re constantly interacting with HR teams in the field, regional management and different stakeholders. A big part of the job is supporting and guiding teams, not by doing things for them, but by helping them to grow and align with organizational priorities.
Emmanuelle Moreno:
You also bring a cross-cutting view across several delegations. This enables you to contribute to strategic discussions and to step in on sensitive topics at a senior level. It’s a role where you need both perspective and credibility.
How does this tie in with the ICRC’s HR partnering model?
Emmanuelle Moreno:
The idea behind the HR partnering model is to create a clear entry point between Operations and HR. Each region now has a dedicated HR Partner who connects the different HR specialties (centres of expertise) and ensures that they work together in a coherent way.
Cherif Souberou:
It also ensures that field realities are properly understood and reflected at regional and HQ level. The role is about making sure everything stays aligned and that decisions are grounded in what is actually happening in the delegations.
What skills are essential for this role?
Cherif Souberou:
You need a mix of strong HR expertise and the ability to operate in complex environments. Communication is key, especially when interacting at different levels of the organization. You also need to be resilient and able to handle pressure.
Emmanuelle Moreno:
You also need emotional maturity and the ability to influence, including without direct authority. Coaching is an important part of the role, as well as being able to engage with senior stakeholders on sensitive topics. Experience in big HR roles really makes a difference.
What makes this role different from working in the private sector?
Cherif Souberou:
In the humanitarian sector, the final objective is not financial performance but impact. Everything we do is ultimately directed towards the people we serve. This changes the way you approach your work, and calls for a different kind of motivation.
Emmanuelle Moreno:
In the private sector, HR practices are driven by incentives and performance frameworks. At the ICRC, what drives people is the organization’s humanitarian mandate. You get inspired by contributing to something bigger than yourself, which is ultimately to support the most vulnerable people.
For some profiles, this may be what they are looking for at a certain stage in their career, namely a way to put their experience at the service of something meaningful.
How can one transition into this role?
Cherif Souberou:
The first step is really a shift in mindset. You move from a performance-driven environment to one that is driven by purpose and context. It’s about adapting how you approach decisions, working more collectively and being motivated by the impact you can have on people and humanitarian operations.
Emmanuelle Moreno:
For those considering the transition, it’s important to start with the basics. We are looking for profiles with solid HR experience in similar roles, strong strategic and communication skills and the ability to operate in complex environments. Fluency in both French and English is essential, and prior exposure to international or multicultural settings is a key asset.
There isn’t one single career path, but most HR Partners join with several years’ experience, either in the private sector or with other international organizations, and a strong foundation in generalist HR.
My advice would be to speak with people currently in the role to understand the day-to-day realities, and to reflect on your motivation. This is a role where impact is measured not in financial terms but by the value you bring to people and to the organization.
Interested in this role? Click here to learn more about the position, review the requirements and apply.
A career as an HR Partner at the ICRC: what to expect
Human Resources (HR) Partners are at the heart of the work of the ICRC, an organization with over 16,000 staff in more than 90 countries. They support managers, connect field realities with headquarters (HQ) and help teams navigate complex human challenges across regions. Working within the People Division, in charge of HR, they operate across multiple delegations, combining strategic influence with hands-on support.
What does this role look like in practice and why choose it?
In this conversation, Emmanuelle Moreno (HQ HR Partner for Africa) and Cherif Souberou (Field HR Partner for French-speaking Africa) talk about their experiences, what the role entails and what makes it meaningful. Their perspectives also come at a timely moment, as an HR Partner position is currently open for West Africa.
What is it like to be an HR Partner at the ICRC?
Cherif Souberou:
In practice, the role is very dynamic. You’re constantly interacting with HR teams in the field, regional management and different stakeholders. A big part of the job is supporting and guiding teams, not by doing things for them, but by helping them to grow and align with organizational priorities.
Emmanuelle Moreno:
You also bring a cross-cutting view across several delegations. This enables you to contribute to strategic discussions and to step in on sensitive topics at a senior level. It’s a role where you need both perspective and credibility.
How does this tie in with the ICRC’s HR partnering model?
Emmanuelle Moreno:
The idea behind the HR partnering model is to create a clear entry point between Operations and HR. Each region now has a dedicated HR Partner who connects the different HR specialties (centres of expertise) and ensures that they work together in a coherent way.
Cherif Souberou:
It also ensures that field realities are properly understood and reflected at regional and HQ level. The role is about making sure everything stays aligned and that decisions are grounded in what is actually happening in the delegations.
What skills are essential for this role?
Cherif Souberou:
You need a mix of strong HR expertise and the ability to operate in complex environments. Communication is key, especially when interacting at different levels of the organization. You also need to be resilient and able to handle pressure.
Emmanuelle Moreno:
You also need emotional maturity and the ability to influence, including without direct authority. Coaching is an important part of the role, as well as being able to engage with senior stakeholders on sensitive topics. Experience in big HR roles really makes a difference.
What makes this role different from working in the private sector?
Cherif Souberou:
In the humanitarian sector, the final objective is not financial performance but impact. Everything we do is ultimately directed towards the people we serve. This changes the way you approach your work, and calls for a different kind of motivation.
Emmanuelle Moreno:
In the private sector, HR practices are driven by incentives and performance frameworks. At the ICRC, what drives people is the organization’s humanitarian mandate. You get inspired by contributing to something bigger than yourself, which is ultimately to support the most vulnerable people.
For some profiles, this may be what they are looking for at a certain stage in their career, namely a way to put their experience at the service of something meaningful.
How can one transition into this role?
Cherif Souberou:
The first step is really a shift in mindset. You move from a performance-driven environment to one that is driven by purpose and context. It’s about adapting how you approach decisions, working more collectively and being motivated by the impact you can have on people and humanitarian operations.
Emmanuelle Moreno:
For those considering the transition, it’s important to start with the basics. We are looking for profiles with solid HR experience in similar roles, strong strategic and communication skills and the ability to operate in complex environments. Fluency in both French and English is essential, and prior exposure to international or multicultural settings is a key asset.
There isn’t one single career path, but most HR Partners join with several years’ experience, either in the private sector or with other international organizations, and a strong foundation in generalist HR.
My advice would be to speak with people currently in the role to understand the day-to-day realities, and to reflect on your motivation. This is a role where impact is measured not in financial terms but by the value you bring to people and to the organization.