Internship - Human Resources - Organisational Development Unit
The Hague (Netherlands)
19701 | Registry
|Organisational Unit:||Human Resources Section, Registry|
|Duty Station:||The Hague - NL|
|Contract Duration:||6 months|
|Deadline for Applications:||31/12/2020|
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
The intern will perform his or her duties under the supervision of the members of the HR Organisational Development Unit team and will have the opportunity to contribute to current and prospective Organisational Development tasks and projects (outlined below).
Depending on the skillset/interests of the intern and the organisational priorities and workload, support is required in the areas of Learning & Development, Performance Management and Staff Engagement.
- Support the implementation of the performance management strategy through communication campaigns, workshops, and ongoing guidance;
- Discuss ideas and support the implementation of strategies to better align learning and development with performance management;
- Support the monitoring of compliance rate across the Court, collect information for future decision-making processes, prepare reports, identify trends over time and propose ideas, to ensure 100% compliance;
- Support the preparation and delivery workshops regarding performance management subjects such as ongoing feedback, communication, cascading objectives, and the UN principles.
Learning and Development
- Support the Court-wide learning needs analysis process;
- Assist with drafting the Court’s Learning Plan by researching and developing course outlines, forecasting costs, developing stakeholder maps, and producing a work breakdown structure of milestones for 2020;
- Assist with training coordination by working with managers and trainers to schedule training and development opportunities, organise venues, and develop course materials;
- Support financial administration, training budget analysis and training procurement by using the SAP procurement and funds management modules;
- Support training evaluation by conducting surveys and post training following up with managers to assess impact in team performance;
- Help with researching, analysing and proposing new ideas to improve current practices (e.g. redesign of the onboarding day, Learning Plan).
Examples of current and prospective Learning and Development initiatives:
- Learning Management System
- Language Trainings
- Mentoring Programme
- Onboarding of new staff members
- Unconscious Bias
- Cultural Awareness in the Workplace
- Linkedin Learning & ICC Bookbook collection
- Exploring new tools and tactics designed to engage staff members Court wide, in partnership with the HR team;
- Help the implementation and monitoring of staff engagement action plans.
General Organisational Development Unit tasks
- Provide support with organising and implementing communications designed to support key projects and initiatives, including drafting, editing, proofreading, and layout of content (e.g. newsletters, meetings, events);
- Assist with, providing regular (written and/or verbal) updates to ensure that organizational initiatives and projects are successfully communicated to staff members and stakeholders;
- Assist with 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;
- Working closely with relevant communication colleagues across the organization to ensure alignment with the organizational brand;
- Supporting the preparation and development of guidelines, documents, trainings, workshops, webinars, learning materials, case studies, events, best practices and guides to build organizational internal communication;
- Provide support with inputs on performance indicators and monitor progress towards capacity building outcomes and impacts.
All Candidates must have a degree or be in the final stages of a relevant study at a recognised university. Candidates are expected to have a very good record of academic performance. Candidates with Law, Human Resources, and Business Administration degrees are strongly encouraged to apply. Other academic qualifications are welcome.
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.
Knowledge, Skills and Abilities:
- Able to adapt to multicultural and multilingual working environments;
- Possesses strong teamwork skills (listens, consults and communicates proactively);
- Has acquired a good standard of computer skills (including Microsoft Office applications);
- Has a hands-on and pro-active approach;
- Possesses strong communication and strong organisational skills.
Knowledge of Languages:
Proficiency in one of the working languages of the Court, French or English, is required. Working knowledge of the other is desirable. Knowledge of another official language of the Court (Arabic, Chinese, Russian or Spanish) is considered an asset.
In line with the ICC’s efforts to improve geographical representation among staff, nationals of the countries listed below are strongly encouraged to apply.
Non-represented or under-represented countries at the ICC as of 31 December 2019: Afghanistan, Andorra, Antigua and Barbuda, Austria, Bangladesh, Barbados, Belize, Bolivia, Botswana, Brazil, Bulgaria, Burkina Faso, Cambodia, Cape Verde, Central African Republic, Chad, Chile, Comoros, Congo, Cook Islands, Costa Rica, Cyprus, Czech Republic, Denmark, Djibouti, Dominica, Dominican Republic, El Salvador, Estonia, Fiji, Gabon, Germany, Grenada, Guyana, Guatemala, Honduras, Hungary, Iceland, Japan, Jordan, Latvia, Liberia, Liechtenstein, Lithuania, Luxembourg, Madagascar, Malawi, Maldives, Malta, Marshall Islands, Mauritius, Mexico, Montenegro, Namibia, Nauru, North Macedonia, Norway, Panama, Paraguay, Republic of Korea, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, Samoa, San Marino, Seychelles, Slovakia, Suriname, Sweden, Switzerland, Tajikistan, Timor-Leste, Tunisia, Uruguay, Vanuatu, Venezuela, Zambia.
Please note that the ICC is not able to provide all participants in the Internship and Visiting Professional Programme with remuneration, nor is it possible to provide reimbursement for expenses incurred during the internship or visiting professional placement.
Applicants should therefore be able to support themselves for the duration of their internship or placement.
Limited funding may, however, be available through the ICC’s Trust Fund for the Development of Interns and Visiting Professionals, which receives donations from States Parties and other donors to fund nationals of States Parties from developing regions. These donations are equally divided between the four Organs of the Court.
If funding is available, the Human Resources Section shall assess a candidate’s eligibility in accordance with the terms of reference of the Trust Fund as agreed by the donors.
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 Statue and appears 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