23144 | Registry
Deadline for Applications: 22/08/2023 (midnight The Hague time) Organizational Unit: Human Resources Section, Registry Duty Station: The Hague - NL Type of Appointment: Short Term Appointment Minimum Net Annual Salary: โฌ44,576.00 Contract Duration: To be determined
Note: Several positions may be available as a result of this recruitment.
Special Notice:
A Short-Term Appointment is used to recruit staff to meet short-term needs. The duration of this assignment is provided above. The maximum duration of a short-term appointment including extensions shall not exceed 12 months.
A Short-Term Appointment does not carry any expectancy, legal or otherwise, of renewal and shall not be converted to any other type of appointment.
A current ICC staff member who is holding a fixed-term appointment may apply for any short-term position. Where a current ICC staff member is selected to a short-term position, he or she will be temporarily assigned to the position in line with section 4.10 of ICC/AI/2016/001. GS-level posts are subject to local recruitment only.
The terms and conditions of service for staff members appointed under a short-term appointment are governed by ICC/AI/2016/001.
Organisational Context
The Human Resources Section provides a unified and coordinated approach to HR matters across the Court and carries out all human resources activities in an efficient and timely manner while serving as HR advisor to management within the Court. The Section is one of five sections located in the Division of Management Services.
The Section consists of two units: the HR Operations Unit and the HR Organisational Development Unit. The HR Operations Unitโs programme of work is all operational aspects of the Section, from recruitment and on-boarding to the administration of salaries, benefits and entitlements for staff members and non-staff (including judges, interns and SSA consultants and contractors). The Unit is responsible for the day-to-day operations and activities related to job design, classification and advertisement of vacancies, recruitment, placement, on-boarding, post management, entitlements and benefits, staff loans and transfers, compensation administration and payroll. The Unit plans, organises and administers staff services such as health insurance, pension schemes and other social security. The Unit supports the administration and settlement of (HR-related) staff complaints and grievances. The Unit is responsible for the maintenance of related staff data in the Courtโs Enterprise Resource Planning system, including staff master data. The HR Organisational Development Unit is in charge of devising strategies, programmes and policies to ensure that the Court hires and develops the right staff and thus maximizes the return on investment in human resources. Particularly, this includes an organisation-wide role in relation to strategic workforce planning, talent management, organisational design, staff training and learning and development programmes and activities, performance management and managerial development.
Duties and Responsibilities
Within the HR Organisational Development Unit, the HR Assistant Organisational Development will support the execution of the following key HR processes:
The following generic duties are required:
Ensures timely and appropriate response to HR queries from staff and managers across the Court. Undertakes research on a range of HR related issues and advises the supervisor on relevant developments or topics, best practices, proposed enhancements/improvements, etc.; Accurately maintains staff files and other official documents, records, organisation charts and the HR intranet/internet and coordinates and prepares correspondence, reports and statistics; Utilises the ERP system and other HR systems, ensures accuracy of information recorded, and provides input into the enhancement/improvement of work processes and developments of HR systems and processes; Maintains effective and professional relations with all clients; Perform other duties such as preparing โad hocโ reports and statistics, general administration, etc.
Essential Qualifications
Education:
Diploma of secondary education.
Experience:
A minimum of six years of relevant work experience in the areas of recruitment, contract management, performance management, learning and development or any other related field is required. An advanced or a first-level university degree may be considered as a substitute for two years' working experience only to determine eligibility. Relevant experience in one of the service areas of the Human Resources Section, as listed above, in organisations applying the UN Common System would be considered an asset.
Knowledge, skills, and abilities:
Knowledge of relevant HR policies, guidelines, procedures and practices; Technological awareness and ability to effectively use office applications and systems (experience of using SAP would be an asset); Understanding of working in an international environment; Ability to handle large volume of work in an efficient and timely manner and will be required to have excellent organisational skills, good judgement of setting priorities, attention to details and ability to ensure accuracy of information. Excellent verbal and written communication skills; Good analytical skills; Excellent interpersonal skills; Ability to work in a multi-cultural and multi-ethnic environment with respect for sensitivity; Effectively use HR systems to generate reports, statistics and presentations; Exercise discretion and respect for confidentiality.
Knowledge of languages:
Proficiency in one of the working languages of the Court, English or French, is required. Working knowledge of the other is considered an asset. Knowledge of another official language of the Court (Arabic, Chinese, Russian, Spanish) would be considered an asset.
ICC Leadership Competencies
Purpose
Collaboration
People
Results
ICC Core Competencies
Dedication to the mission and values
Professionalism
Teamwork
Learning and developing
Handling uncertain situations
Interaction
Realising objectives
Learn more about ICC leadership and core competencies.
General Information
- In accordance with the Rome Statute, the ICC is committed to achieving geographical representation and gender equality within its staff as well as representation of the principal legal systems of the world (legal positions). Nationals from the list of non-represented and under-represented States are strongly encouraged to apply. In addition, applications from women are strongly encouraged for senior positions at the Professional (P) and Director (D) levels. Posts shall be filled preferably by a national of a State Party to the ICC Statute, or of a State which has signed and is engaged in the ratification process or which is engaged in the accession process, but nationals from non-state parties may also be considered, as appropriate.
- The selected candidate will be subject to a Personnel Security Clearance (PSC) process in accordance with the ICC policy. The PSC process will include but is not limited to, verification of the information provided in the personal history form and a criminal record check. All candidates should be in a positon to submit electronic copy of their passport and all diplomas listed on their profile when requested;
- Applicants may check the status of vacancies on ICC E-Recruitment web-site;
- Personnel recruited at the General Service level are not entitled to all of the benefits granted to internationally-recruited staff;
- The ICC reserves the right to not make any appointment to the vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description.