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 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.

Duties and Responsibilities

Under the supervision of the Chief, Human Resources Section (HRS) to:

• Supervise and manage the HR Legal and Policy team by organizing and prioritizing workload and allocating assignments.
• Leading HR policy development including comprehensive legal research and comparative analysis, identify areas for human resources policy improvement within the Court’s legal framework and ICSC recommendations.
• Supervise the review existing policies and procedures; solicit feedback from subject matter experts regarding their effectiveness; suggest improvements and obtain approval through appropriate channels; ensure and coordinate the publication of HR manuals and guidelines on policies and procedures including any revisions.
• Review and provide authoritative legal advice on HR issues including the preparation of complex strategic policy papers, formulate policy options for senior management consideration on strategic cross-organizational issues.
• Act as legal adviser to the Chief HRS on a wide range of strategic HR matter, including on the development, modification and implementation of human resources policies and practices within the United Nations Common System framework.
• Provide HR legal support and advice to the senior management related to complex staffing situations; ensure and oversee the preparation of requests for reviews on behalf of the Principal, as appropriate and in close liaison with the relevant Legal Offices.
• Provide authoritative HR policy interpretation of Staff Regulations and Rules, Administrative Instructions, the implementation of HR policies and contracting modalities, anticipating risks, and evaluating consequences to the organization.
• Establish and maintain close partnership with the UN and relevant HR and policy networks and representing the Court in such for a on behalf of the Chief HRS as required.
• Provide input and advice on human resources provisions in agreements and memoranda of understanding with other entities and organizations.
• Act on behalf of the Chief HRS as certifying officer for the HR Section, as appropriate and serve as a member of the Court’s Procurement Committee.
• Provide legal advice to the Director, Division of Management Services (DMS) through the Chief HRS, on various HR legal matters, as required.
• Perform other duties as assigned.

Essential Qualifications 

Education:

Advanced university degree (Master’s degree or academic equivalent) in administrative law, law, human resources, business administration, or related field is required. A first-level university degree in combination with two (2) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

At least seven (7) years’ progressively responsible professional experience in human resources and/or law, including legal analysis, research and writing is required.

Knowledge, Skills and Abilities:

• Experience in matters related to human resources policies and administration of justice is required.
• Demonstrated experience in drafting legal and policy documents, reports, briefing papers on complex individual administrative cases at the international level is required.
• Experience in the interpretation and application of staff regulations and rules, with administrative law and/or administration tribunal(s) would be an asset.
• Experience in acting as certifying officer and on a Procurement Board would be considered an asset.
• Experience in the United Nations system or similar international organization in a relevant field of work is desirable.
• Ability to prioritize and manage a high-volume workload and in a fast-paced work environment.
• Strong ability to communicate effectively in multicultural environment is essential.
• Excellent written and oral communication skills in English are essential; Knowledge of other official languages 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 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
 

Candidates appointed to posts at a P-5 grade or in the Director category are subject to a maximum aggregate length of service of seven years. This is pursuant to a decision of the Assembly of States Parties (ASP Resolution ICC-ASP/23/Res.2 - ICC-ASP-23-Res.2-ENG) to implement a tenure policy at the Court as of 1 January 2025.

- 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 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. This is pursuant to a decision of the Assembly of States Parties (ASP Resolution ICC-ASP/23/Res.3 - ICC-ASP-23-Res.3-ENG) to introduce a moratorium on the recruitment by the ICC of staff of non-States Parties’ nationality.

- 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 International Criminal Court applies the Inter-Organization Mobility Accord and can support secondment of staff from organizations of the United Nations Common System.