Covering a region as large and diverse as Asia-Pacific requires an HR approach that focuses on people, culture and operational realities. We sat down with Elita Karamyan, HR business partner for the Asia-Pacific region at the International Committee of the Red Cross (ICRC), to learn more about her role, to discuss the strategic challenges and opportunities she experiences, and to get her perspective on what it takes to succeed as an HR professional in the humanitarian sector.

Elita, you’ve been with the ICRC for several years now. What motivated you to join the organization?

I joined the ICRC back in 2017, and I have been in my current role since November 2024, so almost eight months now. I previously worked in the private sector for over 15 years, primarily in the banking, FMCG and IT industries, and so transitioning into humanitarian work was quite a big change for me.

I was drawn to the humanitarian sector, and to the ICRC, because I wanted an opportunity to make a tangible impact – even if it's just a small impact, it contributes to a much larger mission. I was also struck by how important HR is here. At the ICRC, HR makes up almost 50% of the organization’s budget, which shows how vital people are to our mission. I saw this as a unique chance to use my HR expertise for a deeper purpose – to support teams that are responding to some of the most urgent crises around the world.

After 15 years in the corporate world, was it difficult to transition to the humanitarian sector?

There’s definitely an adaptation process. You can't just copy and paste HR strategies from the private sector. What works in corporate environments doesn’t always fit the humanitarian sector, which has its own values, ways of working and cultural dynamics. What really helped me was being willing to listen to and learn from colleagues who have been here for decades. The ICRC has a rich institutional memory and adapting to that helped me to understand what works, what doesn’t and what can be changed.

What does your work as an HR business partner for the Asia-Pacific region look like on a daily basis?

As an HR business partner, I work closely with seven of the 13 locations that we have across the Asia-Pacific region, and I oversee the HR Shared Services Centre in Manila. My role involves both strategic and operational elements, from workforce planning, recruitment, and staff well-being to talent development. I provide support to delegations, regional teams and colleagues from headquarters .

What makes this role particularly unique is the immense cultural diversity – the region spreads from Bangladesh to the Philippines, and from Afghanistan to Australia. Fostering an inclusive and supportive work environment across such different cultures is a priority. Every country brings unique challenges and opportunities. Another thing I love about this role is that I get to witness the incredible passion and forward-thinking mindset of our teams in the delegations. From Sri Lanka to China, the professionals I work with are incredibly committed to improving their countries. That level of ownership is inspiring. We have to remember that continuous learning enables us to grow, and therefore I expect my teams to prioritize ongoing learning.

How would you describe the unique complexity of the Asia-Pacific region?

The Asia-Pacific region is characterized by its vast geographic, cultural and socio-economic diversity. It includes both small island states and densely populated countries, with varying levels of development and differing degrees of exposure to climate-related, health and conflict-driven crises. This complexity requires a highly specialized HR approach, as well as close coordination with operational and support teams.

The region is marked by both resilience and volatility. In addition to protracted and slow-onset crises, we often face sudden-onset emergencies, such as earthquakes, typhoons and political unrest. This unpredictability means we need to be really well prepared, not only in terms of operational logistics, but also in ensuring timely and suitable HR responses.

We support some of the ICRC’s largest delegations in the Asia-Pacific region. Afghanistan, with approximately 1,800 staff members, is currently the largest, followed by Myanmar and then the Philippines (home to the Manila Shared Services Centre), which each have over 500 employees. These delegations operate in highly complex and sensitive environments and therefore require sustained employee engagement.

More recently, the situations in countries like Myanmar, Pakistan and India have evolved rapidly, with unexpected developments increasing the need for HR support, particularly around crisis management and workforce planning.

What kind of profiles and skills are currently needed in the Asia-Pacific region?

Recent emergencies, such as the earthquake in Myanmar, highlight the growing need for people with expertise in disaster risk reduction, climate resilience, emergency preparedness, public health and community engagement. These skills are critical to improving our response and impact in a region that is often affected by natural and man-made crises.

We are also focusing on strengthening our pool of generalist delegates – mobile staff who are sent around the world to help fulfil the ICRC’s humanitarian mandate. These professionals have versatile skills and are essential to our operations in diverse and often complex situations.

Another priority in the region is to continue working closely with the International Red Cross and Red Crescent Movement. Asia-Pacific is home to a number of National Societies, and we are actively working to strengthen our partnerships with them. This includes investing in their capacity development and promoting internal mobility within the Movement to foster mutual growth and operational synergies.

What advice would you give to anyone in the Asia-Pacific region who would like to join the ICRC, especially in an HR role?

Be adaptable – you’ll need to adjust to various roles, communication styles and cultural contexts. Don’t hesitate to show your motivation, and make sure you learn about the ICRC’s mission and values before applying. In interviews, use concrete examples to demonstrate your experience. Don’t shy away from talking about challenges you've faced – this is something many candidates from this region struggle with, often due to cultural norms around modesty. But it's important for us to hear how you've grown through challenges.

We’re not only looking for technical expertise, but also for value-driven professionals who can work with people from different cultures and show resilience in dynamic environments.

Do you have any final thoughts you’d like to share?

Joining the ICRC has enabled me to apply my HR experience in a way that’s strategic, people-centred and impactful. In this role, I feel a strong sense of purpose, and I encourage anyone that is driven by a passion for people and meaningful work to explore this career path.