Associate Human Resources Officer (P-2)

Organizational 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 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 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 HR 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 and leadership development.

This position is located in the HR Organizational Development Unit.

Duties and Responsibilities

Under the supervision of the Human Resources Officer (Learning and Development), the incumbent performs the following functions:

1. Human Resources Management Support: Provides support to managers and staff on the implementation of strategic HR initiatives in the following fields: workplace culture initiatives and core values-related projects, and in learning and development, leadership development, employee engagement in a broader term. Prepares reports and participates in HR projects to support strategic objectives.

1. Human Resources Practice: Supports implementation of ICC’s HR policies, guidelines, practices, and procedures. Provides guidance and interprets the application of HR policies, rules, and regulations in areas assigned to this position. Promotes understanding of ICC HR policies through consultations, presentations, workshops, and other communication strategies.

1. Agent of Change: Maintains awareness of the principles of change management. Tracks, measures, and analyses relevant HR data. Prepares analytical reports on key HR indicators as required. Implements improvements to HR processes to increase operational efficiency and effectiveness.

1. Partnership Building: Provides support on implementation of HR practices and maintains working relationships with staff across the organisation to support effective HR service delivery. Stays abreast of developments in various areas of HR and integrate best practices into daily work.

1. Management: Remains accountable for integrity, transparency, and equity in the management of assigned ICC resources, including, the staff supervised.

1. Other:  They may be assigned to one or more functional areas within the HR Section, based on their qualifications, experience, and organizational needs.  Participates in initiatives, projects, or working groups of the Court that fall within the remit of the job role.

Position specific functions:

1. Learning and Development: Supports the design, coordination, and delivery of learning initiatives aligned with organizational needs. Conducts comprehensive learning needs assessments through close collaboration with internal stakeholders, providing tailored recommendations based on cost, time, and learning objectives. Develops engaging and interactive learning content, including scenario-based materials, assessments, and multimedia elements (e.g. text, audio, video), in coordination with subject matter experts and technical content creators. Administers, configures, and maintains the Court’s Learning Management System (LMS) to ensure accessibility, usability, functionality, and system security. Troubleshoots system issues, implements process improvements, and supports end users through training and guidance. Coordinates and monitors learning and certification programmes, ensuring accurate training records for reporting and audit purposes. Designs and uses LMS-based analytics and reporting features to monitor learning outcomes, adoption rates, user feedback, and key performance indicators. Provides ad hoc supervision and guidance to vendors or staff supporting content production and technical development.

Essential Qualifications

Education

Advanced University degree in human resources management, business or public administration, social sciences, law or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

 Job Specific Qualification (Certifications): Knowledge of ERP systems (e.g. SAP) and use of databases is required. Certification in any of the Human Resources fields is desirable.

Experience

A minimum of two years (four years with a first-level university degree) of relevant, progressively responsible professional experience in human resources management administration or developing, delivering and administering learning programs or other related area is required.

Knowledge, Skills and Abilities

• HR Knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach;
• ICC Staff Regulations and Rules: Expertise in interpreting and applying ICC Staff Regulations and Rules to ensure compliance, fair employment practices, and effective human resource management. Advising on rights, obligations, and administrative procedures to uphold organizational integrity and accountability;
• Cross-cutting research and analysis: Demonstrated conceptual analytical and evaluative skills and ability to conduct independent research and analysis, identifying cross-cutting issues, formulating views and drawing conclusions and recommendations;
• Stakeholder Management: Ability to manage relationships with internal teams, external partners, governments, and victims to align interests and maintain trust; 
• Resilience to stress: Ability to work under strict deadlines, maintaining composure and effectiveness in high pressure situations, and dealing with potentially distressing information;

• Communication: Interacting clearly and concisely with diverse audiences and relevant stakeholders within the ICC context;

• Interpersonal skills: Ability to deal patiently and tactfully with others, including senior individuals (e.g. high-level court officials);

• Confidentiality and discretion: Ability to handle sensitive information with discretion, ensuring its protection and compliance with legal, ethical, and organizational standards.
• HR Systems: Experience in leading the development and adoption of key HR systems combined with knowledge of process definition, simplification and integration of HR systems (preferably including SAP);

• Computer skills: Confident user of MS Office suite Word, Power Point, Excel, Outlook and Share Point internal and external databases, advanced internet search.

 Job Specific Skills:

• Learning and Development, Ability to design, deliver, and optimize learning experiences by applying expertise in learning methodologies, strategies, systems, and tools.

Knowledge of Languages

 Proficiency in one of the working languages of the Court, French or English is required. Working knowledge of the other is considered a strong asset. Knowledge of another official language of the Court (Arabic, Chinese, Russian and Spanish) or languages related to any of the cases before the Court would be considered an asset.

ICC has a set of required value-based, core and leadership competencies, listed below:

Values: Accountability, Fairness, Inclusion and Integrity

Core Competencies: Dedication to the mission and values, Professionalism, Teamwork, Learning and developing, Handling uncertain situations, Interaction, Realising objectives

Leadership Competencies:

• Purpose: Understands how personal work supports ICC’s mission and takes responsibility for delivering with integrity.
• Collaboration: Collaborates openly, builds rapport, and values diverse perspectives to strengthen team impact.
• People: Shows care, respect, and responsibility in building relationships and investing in personal growth.
• Results: Takes ownership of outcomes, seeks improvement, and supports team objectives with integrity.