16062 | Registry
|Deadline for Applications:
||Human Resources Section, Registry
||The Hague - NL
|Minimum Net Annual Salary (Single Rate):
||To be determined
A roster of suitable candidates will be established for this post as a result of this selection process for fixed-term appointments against both established posts and positions funded by general temporary assistance (GTA).
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 Unit’s 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 Court’s 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.
The profile of HR Assistant is a generic profile that can be placed in any of the functional areas of the HR Section.
Duties and Responsibilities
HR Assistants will provide services in one of the following service areas of the HR Section and may be required to rotate/integrate through cross training depending on operational requirements:
HR Operations Unit:
- Works with managers and coordinates the recruitment process from the initial drafting and publication of the vacancy announcement to the final selection including the review of the short list, organisation of tests and interviews, participating in interviews as ex officio, liaising with the candidates, drafting of interview reports, assessing and proposing level and step on appointment, etc.
- Liaises with managers on post requirements and durations and provides advice on Special Services Agreement (SSAs) and language staff fee levels;
- Initiates pre-employment formalities, prepares travel and visa arrangements and offer of employment, including assessing the level and step in accordance with relevant Recruitment Guidelines;
- Issues and administers contracts for all staff and non-staff;
- Calculates and process all payroll and entitlements for staff;
- Prepares guidelines, reports, presentations and materials on entitlement areas to ensure that staff at the Court are proactively informed;
- Provides advice on salaries, benefits and entitlements, pension and medical plans and provides updated information to the Fund and insurers.
The HR Assistant could be located in either the Recruitment or Entitlements and Payroll team. This may be subject to change in accordance with operational needs.
HR Organisational Development Unit:
- Coordinates and administers training (in-house and external), including language training;
- Supports the HR Officer (Learning and Development) and the HR Officer (Performance Management) in identifying training and development opportunities on the basis of training needs assessments provided.
- Conducts market research and reviewing possibilities for in-house (and on-the-job) training;
- Supports the Unit with the maintenance of records related to trainings and development, performance management and similar programmes provided throughout the Court and its field offices.
- Support the implementation of the performance management strategy;
- Support the ongoing development and management of individual performance goals and objectives throughout the Court;
- Discuss ideas and support the implementation of strategies to better align learning and development with performance management;
- Collects information for future decision-making processes, prepares reports, identify patterns over time and propose solutions, to ensure 100% compliance;
- Support the preparation and delivery of workshops regarding performance management subjects such as rating systems, feedback, communication, cascading objectives, and the UN principles.
In any of these positions 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 ‘ad hoc’ reports and statistics, general administration, etc.
Diploma of secondary education.
A minimum of six years of relevant work experience. An advanced or a first-level university degree may be considered as a substitute for two years' working experience only to determine eligibility.
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 an asset. Knowledge of another official language of the Court (Arabic, Chinese, Russian, Spanish) would be considered an asset.
ICC Core Competencies
Dedication to the mission and values
- Acts consistently in accordance with the mission and values of the Organisation;
- Maintains confidentiality, acts with integrity and shows respect for diversity;
- Shows commitment to the organisation;
- Presents a positive image of the organisation during external discussions.
- Applies professional and technical expertise;
- Keeps abreast of organisational issues;
- Produces workable solutions to a range of problems;
- Listens, consults and communicates proactively;
- Handles disagreements with tact and diplomacy;
- Recognises and rewards the contribution of others;
Learning and developing
- Identifies development strategies needed to achieve work and career goals and makes use of developmental or
- Learns from successes and failures;
- Seeks feedback and gives feedback to others to increase organisational effectiveness;
- Seeks opportunities for improvement of work;
- Has an open mind and contributes to innovation.
Handling uncertain situations
- Adapts to changing circumstances;
- Deals with ambiguity, making positive use of the opportunities it presents;
- Plans activities and projects well in advance and takes account of possible changing circumstances;
- Manages time effectively.
- Expresses opinions, information and key points of an argument clearly;
- Handles contacts with diplomacy and tact;
- Communicates in a transparent and open way with internal and external contacts while complying with
- Accepts and tackles demanding goals with enthusiasm;
- Keeps to agreements with others;
- Focuses on client needs;
- Takes responsibility for actions, projects and people;
- Monitors and maintains quality and productivity
- The selected candidate will be subject to a Personnel Security Clearance (PSC) process in accordance with ICC policy. The PSC process will include but will not be limited to, verification of the information provided in the personal history form and a criminal record check. All candidates should be in a position to submit an 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;
- Post to 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;
- In accordance with the Rome Statute, the ICC aims to achieve fair representation of women and men for all positions;
- Applications from female candidates are particularly encouraged;
- Personnel recruited at the General Service level are not entitled to all of the benefits granted to internationally-recruited staff;
- The Court reserves the right not to make any appointment to the vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description.
- The ICC is willing to apply the 'Inter-Organisation Agreement concerning Transfer, Secondment or Loan of Staff among the Organizations applying the United Nations Common System of Salaries and Allowances' or 'the Inter-Organisation Mobility Accord' on a reciprocal basis.