Human Resources Officer (P-3)

19319 | Registry  

This advertisement combines several profiles in different areas of HR. A roster of suitable candidates will be established for this post as a result of this selection process for fixed-term appointments against both established posts and positions funded by general temporary assistance (GTA).

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. 

HR Officers can be located throughout the Section. They encompass functional specialties such as Recruitment, Contract management (Entitlements & Payroll Administration), Programme Coordination, Learning & Development and Organizational Development initiatives (such as performance management and staff development, staff wellbeing, staff engagement, leadership development, etc.).

Duties and Responsibilities
Within this framework, and under the supervision of a Head of Unit, as appropriate, the Human Resources Officer shall perform the following duties (These duties are generic and may not be performed by all Human Resources Officers.):

1. Act as member of the HR Management Team and provide contributions on HR strategic planning and discussions; 
2. Supervise more junior HR staff in the execution of their duties aligned to overall work-plans;
3. Monitor and coordinate a proper and timely implementation of ICC’s HR policies, guidelines, practices and procedures;
4. Provide guidance and advice to his/her designated managers and staff across the organisation on the implementation of strategic HR initiatives and on the interpretation and application of all relevant HR policies, rules and regulations in a timely manner, such as work force planning, recruitments, on boarding, entitlement and benefits, compensation, contracts, training and development, leadership development, performance management, employee engagement, employee experience and staff well-being; 
5. Prepares special reports and participates and/or leads special human resources project;
6. Build awareness and understanding of ICC’s HR policies across the organisation through consultation, workshops, presentations and other communication strategies; 
7. Keeps abreast of developments in various areas of human resources;
8. Build a strong work relationship with staff and managers;
9. Track, measure and analyse relevant data and prepare executive reports on key HR indicators as required; 
10. Propose and implement improvements to HR processes in order to enhance efficiency and effectiveness; 
11. Manage and provide coaching and development opportunities for a team of HR specialists assigned;
12. Perform other duties as required.

Successful candidates shall be assessed and placed on roster indicating to which area of the HR Section they would be most suitable in terms of their profiles and performance (this can be more than one area). 

Essential Qualifications 
Education:
Advanced University degree in HR management, business or public administration, social sciences, law or related area. A first-level university degree, in combination with two additional years of qualifying experience is accepted in lieu of the advanced university degree.

Experience:

• A minimum of five years (seven years with a first-level university degree) of relevant, progressively responsible professional experience in human resources management, administration or other related area; 
• Professional experience planning and implementing HR policies in a similar work environment, preferably within an international context, is required; 
• Experience guiding and advising managers and staff on HR policies in a similar work environment, preferably within an international context, is required;
• Experience in a supervisory role in a similar work environment is required;
• Experience as a project manager/lead of HR projects and change management initiatives in a similar work environment is considered an asset;
• Experience acting as HR business partner in a similar work environment is considered an asset. 
• Experience in the UN common system of HR rules and regulations, policies and procedures is considered an asset. 

Knowledge, Skills and Abilities:

• Knowledge of HR theories, principles and practice;
• Excellent written and oral communications skills; 
• Ability to negotiate, mediate and gain support for proposed approaches;
• Ability to support/advise the Chief of HRS, Unit Heads and other HR staff on HR matters;
• Knowledge of the UN common system staff rules and regulations;
• Client orientation;
• Ability to work in a multicultural environment;
• Must demonstrate a level of integrity beyond reproach. Must set an example for the standards of integrity expected in HRS and the Court. Tact and a high degree of discretion and respect for confidentiality.

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 Core Competencies

Dedication to the mission and values

- Acts consistently in accordance with the mission and values of the Organisation;

- Maintains confidentiality, acts with integrity and shows respect for diversity;

- Shows commitment to the organisation;

- Presents a positive image of the organisation during external discussions.

Professionalism

- Applies professional and technical expertise;

- Keeps abreast of organisational issues;

- Produces workable solutions to a range of problems.

Teamwork

- Listens, consults and communicates proactively;

- Handles disagreements with tact and diplomacy;

- Recognises and rewards the contribution of others.

Learning and developing

- Identifies development strategies needed to achieve work and career goals and makes use of developmental or training opportunities;

- Learns from successes and failures;

- Seeks feedback and gives feedback to others to increase organisational effectiveness;

- Seeks opportunities for improvement of work;

- Has an open mind and contributes to innovation.

Handling uncertain situations

- Adapts to changing circumstances;

- Deals with ambiguity, making positive use of the opportunities it presents;

- Plans activities and projects well in advance and takes account of possible changing circumstances;

- Manages time effectively.

Interaction

- Expresses opinions, information and key points of an argument clearly;

- Handles contacts with diplomacy and tact;

- Communicates in a transparent and open way with internal and external contacts while complying with confidentiality requirements.

Realising objectives

- Accepts and tackles demanding goals with enthusiasm;

- Keeps to agreements with others;

- Focuses on client needs;

- Takes responsibility for actions, projects and people;
- Monitors and maintains quality and productivity.

General Information
- 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 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.
- 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 Court reserves the right not to make any appointment to the vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description.