18226 | Registry
|Deadline for Applications:
||Human Resources Section, Registry
||The Hague - NL
|Type of Appointment:
||Fixed Term Appointment
|Minimum Net Annual Salary:
||General Temporary Assistance (GTA) until 31/12/2018
A roster of suitable candidates may 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 whilst providing HR advice and support 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 Safety and Security 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 on-boarding, 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 Organizational 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, consultants and contractors). The HRS Organizational Development Unit is in charge of devising strategies and programmes 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 organization-wide role in relation to strategic workforce planning, talent management, organizational design, staff training and learning and development programmes and activities, performance management and managerial development.
This post is placed within the HR Organizational Development Unit but supports both Units as well as the Chief of the Section and initially reports directly to the Chief HRS.
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:
- Conducts extensive legal research and analysis on matters of relevance to HRS and provides summaries of legal and factual cases to the Chief of HRS;
- Provide first line HR legal advice to the Chief of HRS, Head of Operations, Head of Organisational Development on policy issues or complex cases to aid in their decision making;
- Research, analyse, interpret and prepare legal opinions on issues relating to HR in areas of international public and administrative law and on the interpretation and application of the Court’s legal, operational and administrative HR-related procedures and policies;
- Proactive in staying abreast of and researching UN Common System HR rules/regulations, policies, practices and relevant jurisprudence and reporting findings for the development of relevant procedures and guidelines;
- Supporting and undertaking the monitoring and evaluation of current ICC policies of HR to identify policy gaps and reduce these as well as ensure consistent application of HR rules and regulations;
- Responsible to develop, draft and review regulatory HR-related administrative issuances (AI’s and PD’s) and advise the Chief of HRS accordingly, and take all necessary steps so that approved policy statements are expeditiously processed through the Court consultation process;
- Draft communications relating to the interpretation and application of HR policy (policy statements) for Chief HRS;
- Serve as a point of contact for complex policy interpretation queries and the (informal) resolution of grievances;
- Liaise with the Registry Legal Services Section counterparts on HR (legal) decisions;
- Upon request of the Chief HRS, review the decisions or proposals of other HR staff members to provide advice on their legality and suitability;
- Stay abreast of files and decisions at the ILOAT of an HR nature that could have an impact on HR operations or decisions at the Court.
Advanced University degree in law preferably with specialization in administrative law, employment law or other related legal fields. A first-level university degree, in combination with two additional years of qualifying experience is accepted in lieu of the advanced university degree.
- A minimum of five years of professional experience (seven years with a first-level university degree) in providing legal and policy advice, preferably in the area of administrative law;
- Experience providing legal and/or policy advice to managers and employees, preferably in a human resources management context;
- Experience in early resolution of employment disputes in a human resources management context is desirable;
Knowledge, Skills and Abilities:
- Knowledge of HR theories, principles and practice;
- Strong research and analytical skills;
- Demonstrated skills drafting official legal documents;
- Ability to negotiate HR legal and policy matters with team and clients, ensuring consensus and agreement in the team and with clients;
- Ability to consolidate large amounts of information into consolidated and accurate position papers, advice and proposals;
- Outstanding legal drafting skills to ensure policy development and advice is produced to a high standard;
- Ability to exercise tact and a high degree of discretion and respect for confidentiality;
- Ability to support/advise the Chief of HRS, Unit Heads and other HR staff;
- Ability to cope with periods of voluminous high detail policy development and drafting;
- Knowledge of the UN common system staff rules and regulations is desirable.
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 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;
- Position 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;
- Consideration is given to achieving diverse geographical representation at the ICC, to the extent possible;
- 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.