- November 12, 2026
- Category: News
On October 27, 2026, the Armenian HR Association held its third Board meeting of the year. During the meeting, the Board discussed and approved a number of important decisions shaping the Association’s future development, addressing international cooperation, the needs of members and the broader HR professional community, service and membership development for 2027, as well as professional standards and advocacy priorities.
A key development highlighted during the meeting was the election of Arpi Karapetyan, President of the Armenian HR Association, to the Board of the European Association for People Management (EAPM), following the elections held in Athens in October 2026. The Board recognized the significance of this appointment for strengthening the international representation of Armenia’s HR professional community, promoting the exchange of European best practices, and creating new opportunities for international professional cooperation.
An important basis for defining the Association’s future priorities was the needs and demand assessment of Association members and the broader HR professional community, conducted under the CIPE-supported project “Advancing Private Sector Advocacy and Financial Sustainability of the Armenian HR Association.” The assessment was carried out through several complementary stages, including a strategic consultation within the HR Club, the OpenUP professional discussion held on September 11, a structured survey involving 30 respondents, and additional qualitative interviews conducted by an expert.
The findings highlighted the professional community’s priorities: practical learning, professional discussions and knowledge exchange; engagement of international experts; HR sector research and salary and compensation data; opportunities for international certification and professional qualification; career development; active participation in working groups; and the advancement of HR professional standards and ethical principles. The assessment also showed that members value not only opportunities to attend events but also direct involvement in the Association’s activities. The Board endorsed the findings and adopted them as a basis for setting the Association’s service and operational priorities for 2027.
Building on the assessment findings, the Board defined the main areas for service development in 2027. These include further development of the HR Club and professional discussions, practical games and applied learning formats, employee engagement research and the Employee Engagement Survey service, research on salaries and compensation for HR professionals, development of the concept and procedures for the HR Job Placement / Talent Matching service, and international certification preparation programs. At the same time, the Board decided not to launch the Promotional Partnership Platform as a standalone service in 2027, as the needs assessment did not provide sufficient evidence of demand.
The Board reaffirmed that, under the CIPE project, work on new services focuses on needs assessment, the development of concepts and methodologies, testing, and validation. Services provided within this framework must be free of charge and must not generate project revenue. The possibility of introducing paid services at a later stage will be considered after the grant project has ended, subject to the necessary level of readiness and separate decisions. New services will be introduced in phases, taking into account demonstrated demand, available resources, and financial feasibility.
The Board also approved the revised annual membership fees, effective January 1, 2027. Annual fees for individual members will be AMD 50,000, AMD 80,000, and AMD 120,000, depending on the membership package. For legal entities, the respective fees will be AMD 120,000, AMD 250,000, and AMD 450,000. At the same time, taking into account the needs assessment findings and the Association’s current level of readiness, the Board decided not to introduce the “Strategic Partner” membership package in 2027. Communication about membership packages will emphasize the services provided and the value created for members, while separate pricing options will be considered for specialized research and certification preparation programs.
The participation fee for non-members attending Association events will also change as of January 1, 2027, increasing from AMD 8,000 to AMD 12,000. This fee will not apply to services and events conducted for testing and validation purposes under the CIPE project where the grant terms require them to be provided free of charge.
In terms of new services and research initiatives, the Board endorsed the development of the Association’s program as an authorized HRCI Certification Preparation Provider, research on salaries and compensation for HR professionals, employee engagement research planned for January 2027, the Employee Engagement Survey service, and the HR Job Placement / Talent Matching initiative. The latter envisages the development of a service concept connecting HR professionals with relevant employment opportunities and organizations with candidates in the HR field. The Board also emphasized the importance of establishing clear procedures for data confidentiality, quality assurance, and the responsible use of research findings and recruitment-related information. Work on the concepts, methodologies, and prerequisites for launching these initiatives will continue, taking into account the assessment findings and the Association’s available resources.
To expand professional community engagement and promote knowledge exchange, the Board approved the establishment of professional working groups in 2027. Potential areas of focus include research; learning and development; standards and certification; labor law; professional discussions; events and community initiatives; and advocacy. The final areas of focus, membership principles, and coordination mechanisms are expected to be clarified in December 2026.
The Board also reaffirmed the development of evidence-based advocacy, HR professional standards, and professional ethics as strategic priorities for the Association. Areas discussed included the participation of HR professionals in organizational strategic decision-making, labor market and HR sector research, strengthening managers’ people management capabilities, practical professional training, and the expansion of international cooperation. The potential development of a national certification or qualification framework for HR professionals in Armenia was also addressed. It was considered a long-term initiative requiring further research, the involvement of relevant public-sector and professional stakeholders, and institutional dialogue.
During the meeting, Arpi Karapetyan presented the “Armenian HR Association Advocacy Report,” prepared under the CIPE Europe and Eurasia Regional Support Program project “Advancing Private Sector Advocacy and Financial Sustainability of the Armenian HR Association.” The Board reviewed the document in detail and unanimously adopted and approved the report.
The decisions adopted at the meeting are grounded in the assessment of members’ and the broader HR professional community’s needs, subsequent consultations, and the data collected. They have helped clarify the Association’s service development priorities, membership value proposition, and advocacy directions. Implementation of the relevant decisions is expected to be incorporated into the Armenian HR Association’s 2027 Work Plan.
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This program/event is funded by the Center for International Private Enterprise (CIPE) under the Europe & Eurasia Regional Support Program – Advancing Economic Freedom and Resilience Supplement.