The Human Resources Section (HRS) 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 whilst serving as HR advisor to management within the Court.
The Section is one of five sections located in the Division of Management Services. The other four are the Budget Section, the Finance Section, the Security and Safety Section and the General Services Section. The Division also includes an Occupational Health Unit and an SAP Competence Centre. Human resources management is a shared responsibility with line managers and the HR Section’s aim is to be a trusted provider of a variety of centralized policy, advisory and administrative services for the Court, its managers and staff. These services include strategic workforce planning and organizational design, job designs and advertisement, recruitment and onboarding, administration of salaries (payroll), entitlements and benefits (including health insurance and pension contributions), career development and succession planning, performance management, learning and development and HR policy matters and staff issues or conflicts.
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 onboarding to the administration of salaries, benefits and entitlements for staff members and nonstaff (including judges, interns and SSA consultants and contractors). 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 organizationwide role in relation to strategic workforce planning, talent management, organizational design, leadership development, staff training and learning and development programmes and activities and performance management.
This post is the Head of the Organisational Development Unit which reports to the Chief of the HR Section.
Duties and Responsibilities
Within this framework, and under the direct supervision of the Chief of the Human Resources Section, the incumbent will perform the following duties:
- Plans and leads the daily operations of the Organisational Development Unit (+/6 staff members) which incorporates and integrates the following into a holistic service: Strategic Workforce Planning, Performance Management, Learning & Development (including management & leadership development) and Policy Components; participates on the HR Management Team and ICC committees focusing on strategic HR issues;
- Supports the HRS business partner approach within the Court in the abovementioned areas by analyzing business requirements, researching and studying best practices, proposing new initiatives and solutions, ensuring policies meet identified needs, etc.;
- Plans and coordinates talent management initiatives at the Court to attract, develop, motivate and retain the highest calibre of staff at the Court;
- Plans and coordinates strategic workforce planning initiatives to provide advice to Chief HRS and senior management in terms of proposals for programs and initiatives to ensure the Court has the staff resources and skills required to meet Registry and Courtwide strategic objectives; Advises on organizational design, values and culture;
- Advises the Chief of Section on the development, adoption and implementation of an HRM strategy; Manages the Unit (+/6) in a way to empower a creative, innovative and proactive Unit with appreciation of different client needs within the Court
- Supports the business partners in promoting and exemplifying organizational excellence and professionalism and staff wellbeing, by guiding the development of staff and providing frameworks for developmental feedback, support and coaching to staff members;
- Manages the Court’s centralised training, learning and development strategy and budget, including the development of staff induction procedure of the Court in a manner ensuring maximum impact, linked to Registry and Courtwide Objectives and timeliness;
- Manages the Court’s performance management framework to ensure that this strategy is realized in terms of programs with the overall aim of meeting 100% compliance of performance appraisals within the Court; ensures appropriate policy, management advisory services, assistance to managers during rebuttal procedures, monitoring compliance with policy and reporting on trends and individual cases to senior management;
- Plans and directs learning and management support initiatives (leadership and managerial development) across the variousOrgans of the Court;
- Proposes adoption of HR policies to achieve Court’s strategic objectives in line with the Staff Regulations and Rules.
Advanced university degree in human resources management, business or public administration, law, social sciences or other related area. A firstlevel university degree, in combination with two additional years of qualifying experience is accepted in lieu of the advanced university degree.
A minimum of seven years of professional experience (nine years with a firstlevel university degree) in human resources management or related area with particular focus in the following areas:
- Experience in a managerial HR position affecting and ensuring HR strategy is required;
- Experience leading and applying performance management and learning & development programs within an international context is desired;
- Experience in a related field leading the development and adoption of key HR systems combined with knowledge of process definition, simplification and integration of HR systems (preferably including SAP) is desirable;
- Experience in organizations applying the UN common system is desired; experience in an international judicial environment is an asset.
Knowledge, Skills and Abilities:
- Ability to support Registry and Court strategy and play a key role in pushing this out to all areas of the Court;
- Excellent leadership and management skills;
- Excellent interpersonal skills and the ability to combine highlevel management with good teamwork;
- Ability to act independently and exercise sound judgment;
- Ability to negotiate HR operations with team and clients; Ability to maintain discretion and respect for confidentiality;
- Knowledge of the HR common system;
- Ability to maintain a clientoriented approach;
- Ability to coach and counsel effectively;
- Ability to manage staff in a multicultural and multiethnic environment respecting sensitivity and diversity
- Excellent written and verbal communication skills.
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 training opportunities;
- 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 confidentiality requirements.
- 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.
- 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, representation of the principal legal systems of the world for legal positions, and equitable geographical representation for positions in the professional category.
- Applications from female candidates are particularly encouraged.
- 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 Mobility Accord” on a reciprocal basis.