Internship - Human Resources - Organisational Development Unit
The Hague (Netherlands) | nl
18789 | Registry
|Organisational Unit:||Human Resources Section, Registry|
|Duty Station:||The Hague - NL|
|Contract Duration:||6 months|
|Deadline for Applications:||12/04/2019|
Required Documents for This Application
Please note that you will need to have the following information ready in order to complete your application:
- A completed “Duties and Responsibilities Form” (refer to step 1 on your eRecruitment Profile page).
- Motivation letter (maximum of 400 words).
- Two reference letters (one academic).
- Scanned copies of university degrees and/or diplomas.
- Scanned copies of official academic transcripts that state your courses, results and completion date.
- One short essay on a subject relevant to the work of the Court (maximum of 750 words, single spaced, type written).
Interns are required to work full time for a period between three and six months (to be agreed to prior to commencement). Internship placements shall not be extended beyond six months.
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 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 Organizational Development Unit and the HR Operations Unit.
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 leadership and managerial development.
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 HR Operations is structured in two areas; the first is the HR Support and Analytics Centre, which focus on the process and administration of contracts, salaries, benefits and entitlements for staff members and non-staff (including judges, interns and SSA consultants and contractors), data analytics and reporting. In addition, it is the leading area for projects related to the automation of HR processes and employee self-service platform.
The second area consists of four HR Advisory Teams, following a business partner model, to advise and assist each of the Court’s areas in all HR related matters in order to develop and propose tailored solutions.
As part of the HRS Organisational Development Unit, the intern will play an important role on assisting with the team’s daily operations.
Duties and Responsibilities
Performing his or her duties under the supervision of the HR Officers responsible for Organisational Development projects, the Intern will contribute to:
Internal Communications (HR)
- Designing communication strategies that support key HR and various business objectives, long-term goals, and projects under the direction of the HR Section Chief;
- Developing collaborative and productive partnerships with key stakeholders throughout the organisation to develop effective content and to ensure communications are disseminated at all levels throughout the organization;
- Implementing communications designed to support key projects and initiatives, including drafting, editing, proofreading, and layout of content, in partnership with the HR team;
- Planning executive communications/town hall meetings and regular updates to staff members using video/digital and written communication, ensuring organizational initiatives and projects are successfully communicated to staff members and stakeholders;
- Developing specific communication plans and activities for any issues which may arise. Hands-on communications management for complex projects which require flawless execution.
- Exploring new tools and tactics designed to engage staff members Court wide, in partnership with the HR team;
- Ensuring internal communications messages are consistent across all media and for different departments of the organization;
Employer Branding and Talent Outreach
- Supporting the development and implementation of an effective content strategy to enhance ICC’s employer brand and engage targeted talent communities in a dynamic, interactive and meaningful manner;
- Developing compelling and engaging editorial, multimedia and digital content to be disseminated across multiple talent outreach channels, such as websites, social media, newsletters, in partnership with the relevant stakeholders;
- Providing active support in designing, executing and evaluating global employer branding and recruitment campaigns;
- Working closely with relevant communication colleagues across the organization to ensure alignment with the organizational brand and collaborate on joint talent outreach and employer branding activities;
- Assessing needs and initiating the development of materials that address the employer brand. This includes print materials, guidelines, employment advertisements, and online toolkits that offices can use for their hiring needs;
- Assisting with the development and implementation of a global talent outreach Strategy that is aligned with corporate goals and priorities;
- Supporting in the establishment and management of strategic partnerships with governments, civil society, academic institutions, professional associations and networks, private sector organizations and service providers;
- Providing support in identifying the most effective communication channels and sources to attract a diverse population of candidates that are aligned with the organization’s strategy, vision and values;
- Developing and implementing targeted recruitment campaigns and other priority recruitments;
- Monitoring and measuring the impact and effectiveness of employer branding activities, generating performance reports on a timely basis, and ensuring maximum impact and continuous improvement of branding and talent outreach.
- Supporting in the preparation and development of guidelines, documents, trainings, workshops, webinars, learning materials, case studies, best practices and guides to build organizational internal communication, employer branding and talent outreach capacity;
- Providing guidance to HR staff members and hiring managers to enable them to conduct employer branding activities and to effectively implement functional/geographic talent outreach activities;
- Provide in-depth research and analytics reports to identify innovative technologies and marketing approaches, and to recommend tactics to advance ICC’s talent outreach and employer branding efforts;
- Provide inputs on performance indicators and monitor progress towards capacity building outcomes and impacts;
- Organize, manage and maintain an up-to-date documentation center on the team shared drive, including employer branding assets, digital and multimedia content, talent outreach documents and files, knowledge library, etc.
- Perform other activities as required.
All Candidates must have a degree or be in the final stages of their studies at a recognised university – preferably in communications, marketing, advertising, digital media, public relations, human resources management or other related social science field. Candidates are expected to have a very good record of academic performance.
- Internship placements focus on candidates in the early stages of their professional careers therefore; practical experience is not an essential prerequisite for selection. However, practical experience that is relevant to the work of the Court may be considered an asset.
- Proficiency in Graphic Design applications (Photoshop, Illustrator, In Design, etc) desirable.
Knowledge, Skills and Abilities:
- Strong ability to write and edit communication materials, ability to express clearly and concisely ideas and concepts in written and oral form;
- Ability to identify and analyse systemic issues, formulate opinions and make conclusions and recommendations to resolve those issues;
- Ability to handle multiple assignments with competing deadlines, Able to work under pressure and to tight deadlines;
- Ability to report on quantitative and qualitative data analytics;
- Strong organizational skills and attention to detail;
- Proven ability to conceptualize, plan and execute ideas and implement innovative approaches, as well as transfer knowledge and skills;
- Self-motivated with the ability to take direction and also work independently.
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.
Please note that the ICC is not able to provide participants in the Internship and Visiting Professional Programme with remuneration, nor is it possible to provide reimbursement for any expenses incurred during the internship or Visiting Professional placement. Accordingly, applicants must have the necessary resources or other financial support for the duration of the placement for which they have been selected.
If a State Party to the Rome Statute provides a donation to the Internship Programmes Fund, it may be possible to offer a limited number of interns a stipend for cost of living and travel. If funding is available, the Human Resources Section will conduct an assessment of the candidate determining eligibility for funding in accordance with the Court’s Policy on Internships and Visiting Professionals and relevant funding conditions. In order to be eligible, the applicant must, among other criteria, be a national from a country that is a State Party to the Rome Statute and appear on the United Nations Statistics Division’s list of developing regions.
Candidates eligible for funding shall receive detailed information and further instructions after the selection process is finalized. Stipends will always be agreed at the time of offering the internship. No funding will be provided at a later stage.