23162 | Registry

Posting Date:

29/08/2023

Deadline for Applications:

12/09/2023 (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:

€71,797.00

Contract Duration:

Until 31/12/2023

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.

Due to the short-term nature of the assignment, the ICC reserves the right to make an appointment at one grade lower than that stated in the vacancy with a modified job description.

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 HR 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 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 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 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, organizes 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 HRS Organizational 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 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 Short-Term Appointment is particularly linked to the successful completion of the implementation and roll-out of the new HR case management tool, NeoCase.

Duties and Responsibilities Under the direct supervision of the Head, Human Resources Operations Unit, the incumbent will be acting as a project manager for the implementation and rollout of the HR case management tool, NeoCase by performing the following duties:

•  Providing technical and project management leadership throughout the NeoCase project for the implementation and roll-out of the NeoCase whereby undertaking tasks such as identifying and outlining the business process needs, developing a project proposal, overseeing the project itself for successful completion up until the implementation and roll out. Associate Human Resources Officer, as a project lead, is entrusted to ensure effective collaboration with key stakeholders such as the SAP Competence Centre and the business process owners in the Human Resources Section and relevant MP/Office focal points.
•  Liaising with the relevant content experts in the Human Resources Section on matters requiring in-depth analysis (i.e. policy, recruitment, entitlements, insurances, etc.) in order to develop and operationalise the knowledge base functionality to optimise the case management effectiveness of the NeoCase platform.
•  Reviewing and analysing the matters and proposing to HR management for analysis within the project context;
•  Plan, coordinate, and execute activities, including the involvement of business process owners, project team and IMSS staff for SAP ERP related technical solutions.
•  Supporting and undertaking the clarification and evaluation of implementation of HR policies and practices to ensure consistent application of HR rules and regulations in order to achieve credible information feeds into the knowledge base to optimise the value of the functionality.
•  Managing an effective communication plan and timely actions.
•  Designing and delivering internal training and knowledge transfer to HRS users and Court-wide end users.
•  When necessary, assisting each content Unit by providing support and guidance on respective matters;
•  Performing other duties as requested.

Essential Qualifications Education : Advanced university degree in Human Resources Management, business/public administration, law, social sciences, information management or other relevant field. A first-level university degree in one of the aforementioned fields in combination with two additional years of qualifying experience is accepted in lieu of the advanced university degree.

Experience: A minimum of two years (four years with a first level university degree) of experience in the field of human resources and/or HR system development is required. Experience in dealing with a wide range of HR topics is desirable. Experience in organizations applying the United Nations Common System of salaries and allowances is desirable;

Knowledge, Skills and Abilities :

•  Knowledge of human resources management and/or administration;
•  Demonstrated strong research and analytical skills;
•  Proven planning experience and a results-oriented approach;
•  Ability to operate in compliance with organisational regulations and rules and to perform duties under pressure and within deadlines;
•  Excellent interpersonal skills and the ability to establish and maintain productive partnerships with clients, identify their needs and propose appropriate solutions;
•  Proven ability to write in a clear and concise manner and to communicate effectively orally and to establish and maintain effective working relations with people in a multicultural, multi-ethnic environment with sensitivity and respect for diversity;
•  Tact and a high degree of discretion and respect for confidentiality in all human resources matters;
•  Enthusiasm, motivation and drive with absolute flexibility to the high demands of the Office;
•  Personal and professional integrity.

Knowledge of Languages Fluency in either of the working languages of the Court, English or French, is essential. Working knowledge of the other is desirable. 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 t he 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.