Org. Setting and Reporting

The International Court of Justice is the principal judicial organ of the United Nations. It is composed of 15 judges, elected by the General Assembly and the Security Council. The Court has a twofold role: first, to settle, in accordance with international law, legal disputes submitted to it by States; and, second, to give advisory opinions on legal questions referred to it by duly authorized United Nations organs and specialized agencies. The Court is the only principal organ of the United Nations not serviced by the Secretariat. The Court has its own administration, the Registry, which provides judicial support to the Court and acts as a permanent administrative organ. The Registry is headed by a Registrar, elected by the Court. The incumbent is appointed by the Court upon the recommendation of the Registrar (Rules of Court, Art. 25). The position is located in the Registry's Administrative and Personnel Division and reports directly to the Head of the Division. N.B.: This is an internal job opening and only current staff members of the International Court of Justice with fixed-term or continuing appointments are eligible to apply. The provisions of Office Circular 2025/3 apply.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties: 1. Human resources policy development, application and interpretation: - Recommends changes to the Staff Regulations for the Registry, the Registry's Office Circulars and develops new policies, liaising with the Staff Committee as necessary; - Develops and implements lower level policies and procedures, including guidelines and SOPs. - Monitors and ensures the implementation of human resources policies, practices and procedures; organizes, supervises and monitors the work of the Human Resources Assistants; provides instructions and guidance to the Human Resources Assistants. - Provides advice on interpretation and application of the Staff Regulations for the Registry and related HR policies; reviews and provides advice on exceptions to Staff Regulations and Rules. - Advises and counsels staff and managers in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. - Coordinates or prepares reports on various HR related issues; prepares broadcasts, guidelines and presentations. 2. Workforce planning, recruitment, placement, performance and development: - Analyzes staffing needs, projects and monitors vacant posts for all levels/groups, identifies recruitment needs and priorities, develops and maintains a recruitment plan, develops recruitment strategies, provides advice to management on the use of staffing budgets. - Monitors and ensures timely filling of posts in accordance with established policies and procedures; prepares vacancy announcements, reviews applications, serves as ex-officio in selection bodies, arranges and conducts interviews for selection of candidates; reviews recommendations on the selection and provide advice to senior management on these recommendations; prepares job offers for successful candidates. - Identifies and analyzes staff development needs and designs programmes to meet identified needs, ensuring consistency with the Court’s goals; evaluates their effectiveness and impact and recommends ways to enhance them; - Provides performance management advice to staff and management; assists supervisors and staff with understanding and using the performance management and development system. 3. Administration of justice and disciplinary matters: - Handles staff grievances and complaints; assesses and evaluates the merits of each case based on rules and jurisprudence; makes recommendation for resolution to senior management; prepares Registry’s comments on request for review and submissions before administrative tribunals. - Contributes to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. 4. General human resources administration and other functions: - Deputizes for the Head of the Administrative and Personnel Division as required; - Assists the Head in developing, monitoring and implementing the division’s work plans and budgets; - Provides advice to senior management on the Court’s health insurance scheme and ensures its administration. - Prepares the agendas and documents for meetings of the Court's Budgetary and Administrative Committee and ensures the implementation of subsequent Court decisions. - Performs other duties as required.

Competencies

Professionalism: Proves knowledge of human resources policies, practices, procedures, and tools and ability to apply them in an organizational setting, advanced knowledge of the UN policies and procedures, particularly UN personnel policies and practices, ability to identify issues, analyze and participate in the resolution of issues/problems, ability to make conclusions and recommendations on complex human resources policy issues, strong analytical skills and ability to conduct legal research on administrative law issues; discretion and sound judgment; proficiency in legal writing and expression and ability to prepare opinions and submission before administrative tribunals, strong negotiating skills and ability to influence others to reach agreement, and ability to analyze and interpret data in support of decision-making and convey resulting information to senior management. Shows pride in work and in achievements. Demonstrates professional competence and mastery of subject matter. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns. Shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify, and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed. Client orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view. Establishes and maintains productive partnerships with clients by gaining their trust and respect. Identifies clients’ needs and matches them to appropriate solutions. Monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems. Keeps clients informed of progress or setbacks in projects. Meets timeline for delivery of products or services to client. Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently.

Education

An advanced university degree (Master's degree or equivalent) in business administration, public administration, human resources management or related field is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Professional certification in Human Resources Management is desirable.

Job - Specific Qualification

Not available.

Work Experience

A minimum of five years of progressively responsible experience in human resources management, law or public administration is required. A minimum of three years of experience in the full range of human resources management within the United Nations Common system is required. Experience in HR policy design and development is required. Experience advising managers and staff on HR policies and entitlements is required. Experience using Enterprise Resource Planning (ERP) systems such as SAP or Umoja is desirable.

Languages

Assessment

In accordance with paragraphs 4.4 and 4.5 of Office Circular 2025/3, assessments shall include a desk review of applications and, where necessary, an interview.

Special Notice

This is an internal job opening following the reclassification of the position. Only current staff members of the International Court of Justice with fixed-term or continuing appointments are eligible to apply. The provisions of Office Circular 2025/3 apply. The Court is an equal opportunity employer and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons with disabilities, to apply.

United Nations Considerations

In accordance with the ICJ Staff Regulations and Rules, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with ICJ if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Applicants are urged to carefully follow all instructions available in the online recruitment platform, Inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on "Manuals" hyper-link on the upper right side of the Inspira account-holder homepage. The evaluation of applicants will be conducted based on the information submitted in the application according to the evaluation criteria of the job opening and the applicable Staff Regulations and Rules, administrative issuances, and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in Inspira to be considered for the current job opening. No amendment, addition, deletion, revision, or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised in Inspira will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

ICJ does NOT charge any fees or request money from candidates at any stage of the recruitment process, nor does it concern itself with bank account details of applicants. Requests of this nature allegedly made on behalf of ICJ are fraudulent and should be disregarded.