Internship - Human Resources - Organisational Development Unit

21701 | Registry 

Due to the volume of applications received, only successful applicants will be contacted by the Court.

Please note that the purpose of this vacancy announcement is to provide hiring managers with a list of suitable candidates from which they may make a selection throughout the year. To this end, candidates are required to specify their availability in the relevant field when applying.

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).

Contract Duration

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 Opportunity

The International Criminal Court (ICC) investigates and, where warranted, tries individual charges with the gravest crimes of concerns to the international community: genocide, war crimes, crimes against humanity and crime of aggression. The Court is participating in the global fight to end impunity, and through the international criminal justice, the Court aims to hold those responsible accountable for their crimes and to help prevent the crimes from happening again. You can contribute to this cause by joining the ICC.

Organisational 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 while serving as HR adviser to management within the Court.

The HR Section’s aim is to be a trusted provider of various policy, advisory and administrative services for the Court, its managers and staff.

These services include:

• Strategic workforce planning
• Organizational design
• Job design and advertisement
• Talent acquisition, recruitment and selection
• Onboarding
• Administration of salaries
• Entitlements and benefits
• Performance management
• Learning and development
• HR policy matters and staff issues or conflicts.

The Section consists of two units: the HR Organizational Development Unit and the HR Operations Unit. 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.

Performance Management

• 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:

1. Learning Management System
2. Language Trainings
3. Mentoring Programme
4. Onboarding of new staff members
5. Unconscious Bias
6. Anti-harassment
7. Cultural Awareness in the Workplace
8. Linkedin Learning & ICC Bookbook collection

Staff Engagement

1. Exploring new tools and tactics designed to engage staff members Court wide, in partnership with the HR team;
2. 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.

Essential Qualifications

Education:

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.

Experience:

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, English or French, is required. Working knowledge of the other is desirable. 

Other criteria:

It is the Court’s objective to have diversity and gender balance. And in line with the ICC’s efforts to improve geographical representation among staff, nationals of non-represented and under-represented countries at the ICC are encouraged to apply. The list can be found here.

Remuneration 

Please note that internship and visiting professional placements at the ICC are unfunded. The ICC is not able to provide participants in the Internship and Visiting Professional Programme with any remuneration, nor is it possible to provide reimbursement for expenses incurred prior, during or after the internship or visiting professional placement.

Applicants must therefore be able to support themselves for the entire duration of their internship or visiting professional 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.

If funding is available, the Human Resources Section will advertise a funded vacancy announcement in accordance with the terms of reference of the Trust Fund as agreed by the donors.

In order to be eligible for a funded placement, if advertised, 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.