Head, HR Organisational Development Unit (P-4)
22720 | Registry
|Deadline for Applications:
|31/12/2022 (midnight The Hague time)
|Human Resources Section , Registry
|The Hague - NL
|Minimun Net Annual Salary:
|For initial appointments, the Court offers a two-year appointment with the possibility of
extension (six month probationary period).
A roster of suitable candidates may 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).
The Human Resources Section (HRS) 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 Security and Safety Section and the General Services Section. The Division also includes an Occupational Health Unit and an SAP Team. 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 Organisational 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 HR Organisational 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, leadership development, staff training and learning and development programmes and activities and performance management.
This post is the Head of the Organisational Development Unit which reports to the Chief of the HR Section.
Duties and Responsibilities
Within this framework, and under the direct supervision of the Chief of the Human Resources Section, the incumbent will perform the following duties:
- Plans and leads the daily operations of the Organisational Development Unit (+/ 6 staff members) which incorporates and integrates the following into a holistic service: Strategic Workforce Planning, Performance Management, Learning & Development (including management & leadership development) and Policy Components; participates on the HR Management Team and ICC committees focusing on strategic HR issues;
- Manages the Court’s Staff Engagement tri-annual survey with the aim of structuring the Court’s work culture and environment;
- Plans and coordinates talent management initiatives at the Court to attract, develop, motivate and retain the highest calibre of staff at the Court;
- Plans and coordinates strategic workforce planning initiatives to provide advice to Chief HRS and senior management in terms of proposals for programs and initiatives to ensure the Court has the staff resources and skills required to meet Registry and Court wide strategic objectives;
- Advises on organizational design, values and culture;
- Advises the Chief of Section on the development, adoption and implementation of the HRM strategy;
- Manages their team to empower a creative, innovative and proactive Unit with appreciation of different client needs within the Court
- Manages the Court’s centralised training, learning and development strategy and budget, including the development of staff induction procedure of the Court in a manner ensuring maximum impact, linked to Registry and Court wide Objectives and timeliness;
- Manages the Court’s performance management framework to ensure that this strategy is realized in terms of programs with the overall aim of meeting 100% compliance of performance appraisals within the Court; ensures appropriate policy, management advisory services, assistance to managers during rebuttal procedures, monitoring compliance with policy and reporting on trends and individual cases to senior management;
- Plans and directs learning and management support initiatives (leadership and managerial development)across the various Organs of the Court;
- Proposes adoption of HR policies to achieve Court’s strategic objectives in line with the Staff Regulations and Rules.
Advanced university degree in human resources management, business or public administration, law, social sciences or other 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.
A minimum of seven years of professional experience (nine years with a first level university degree) in human resources management or related area with particular focus in the following areas:
- Experience in a managerial HR position affecting and ensuring HR strategy is required;
- Experience leading and applying performance management and learning & development programs within an international context is desired;
- Experience in a related field leading the development and adoption of key HR systems combined with knowledge of process definition, simplification and integration of HR systems (preferably including SAP) is desirable;
- Experience in organizations applying the UN common system is desired; experience in an international judicial environment is an asset.
Knowledge, Skills and Abilities:
- Ability to support Registry and Court strategy and play a key role in pushing this out to all areas of the Court;
- Excellent leadership and management skills;
- Excellent inter personal skills and the ability to combine high level management with good teamwork;
- Ability to act independently and exercise sound judgment;
- Ability to negotiate HR operations with team and clients; Ability to maintain discretion and respect for confidentiality;
- Knowledge of the HR common system;
- Ability to maintain a client oriented approach;
- Ability to coach and counsel effectively;
- Ability to manage staff in a multi-cultural and multi ethnic environment respecting sensitivity and diversity
- Excellent written and verbal communication 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 an asset. Knowledge of another official language of the Court (Arabic, Chinese, Russian, Spanish) would be considered an asset.
ICC Leadership Competencies
ICC Core Competencies
Dedication to the mission and values
Learning and developing
Handling uncertain situations
Learn more about ICC leadership and core competencies.
- In accordance with the Rome Statute, the ICC is committed to achieving geographical representation and gender equality within its staff as well as representation of the principal legal systems of the world (legal positions). Nationals from the list of non-represented and under-represented States are strongly encouraged to apply. In addition, applications from women are strongly encouraged. Posts shall 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, as appropriate.
- 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. All candidates should be in a position to submit an electronic copy of their passport and all diplomas listed on their profile when requested;
- Applicants may check the status of vacancies on ICC E-Recruitment web-site;
- Personnel recruited at the General Service level are not entitled to all of the benefits granted to internationally-recruited staff;
- 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.
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