Senior Human Resources Assistant (Post Management) (G-6)
- Organization: ICC - International Criminal Court
- Location: The Hague
- Grade: Administrative support - GS-6, General Service - No need for Higher Education - Locally recruited position
- Human Resources
- Administrative support
- Closing Date: Closed
|Deadline for Applications:||15/02/2023 (midnight The Hague time)|
Human Resources Section, Registry
|Duty Station:||The Hague - NL|
|Type of Appointment:||Fixed-term|
|Minimum Net Annual Salary:||€47,732.00|
|Contract Duration:||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 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 Enterprise Resource Planning System (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.
The Section consists of two units: the HR Operations Unit and the HR Organizational Development Unit. This position of Senior Human Resources Assistant (Post Management) is placed within the HR Operations Unit. The HR Operations Unit’s programme of work entails 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, mobility, classification and advertisement of vacancies, recruitment, placement, on-boarding, post management, entitlements and benefits, staff loans and transfers, administration and payroll. The Unit moreover plans, organizes and administers staff services such as health insurance, pension schemes and social security, supports the administration and settlement of HR-related staff complaints and grievances and is responsible for the maintenance of staff data in the Court’s Enterprise Resource Planning system SAP, including staff master data.
The Senior Human Resources Assistant provides direct support to the Human Resources Officer and undertakes a wide range of Human Resources support and administrative duties in the area of post management and recruitment.
Duties and Responsibilities
Under the supervision of the Human Resources Officer, the incumbent performs the following duties:
Supports the Human Resources Officer with effective post management and acts as focal point for post management matters:
- Organizes and maintains proper and accurate post management structure and records;
- Carries out post management related tasks such as reviewing requests for Special Post Allowance (SPA) and coordinates cases and requests related to internal and external staff mobility;
- Tracks and records information related to job design and job families (work surveys, vacancy announcements and job families records) whether related to new posts or amendment of existing posts;
- Develops and maintains effective working procedures with regard to post management including the use of standardised forms;
- Provides assistance and advice to managers in the preparation of work surveys;
- Provides advice to the Human Resources Officer on proposed changes to post functions;
- Updates organizational charts and staffing tables.
As focal point for job (re)classifications, the Senior Human Resources Assistant:
- Carries out reviews of classified posts;
- Reviews all new and amended work surveys and ensures that all work surveys meet set standards and requirements;
- Ensures that their interrelation with regards to other posts are appropriately taken into account in decision-making;
- Informs the Human Resources Officer and the Head of HR Operations Unit, if proposed job descriptions do not meet requirements;
- Liaises with relevant external agencies in relation to job (re)classifications.
The Senior Human Resources Assistant moreover:
Supports talent acquisition processes;
- collaborates with the Human Resources Officer in implementing relevant strategies for post management, talent acquisition and reporting;
- undertakes assigned recruitments and participates in interviews for GS and P-level positions, as required;
- Acts as focal point for the preparation and submission of recruitment cases to the Selection Review Board;
- Liaises with external service providers for contract renewals and account management;
Advises managers and staff on all aspects of recruitment, placement and post management:
- Interprets and applies the Staff Regulations and Rules and relevant administrative issuances; as well as other HR policies and guidelines;
- Handles non-routine and complex recruitment cases;
- Undertakes research and analysis of issues related to the Court’s recruitment policies and procedures when necessary, drafts associated correspondence.
- Assists the Human Resources Assistants with more complex issues and escalated them, where needed to the Human Resources Officer as appropriate and ensures proper knowledge sharing within the team.
- Supports the Human Resources Officer in preparing the vacancy announcements and/or their review to ensure that they properly reflect the approved work surveys;
- Guides and advises managers and Human Resources Assistants with preparation of vacancy announcements and ensures accuracy in relation to work surveys.
Reporting and analytics:
- Prepares recruitment data related reports and statistics;
- Oversees and maintains the monthly recruitment reports;
- Develops, maintains and provides input to talent acquisition reports and management reports on all relevant matters;
- Liaises with relevant stakeholders, including the Strategic Workforce Planning Team, on matters related to automation and continuous improvement of reporting and talent acquisition tools.
Completion of secondary education.
A minimum of eight years of relevant experience.
Experience interpreting and applying the Rome Statute, ICC Staff Regulations and Rules, applicable Administrative Instructions, Information Circulars and Guidelines, Guidelines for determination of Level and Step, UNESCO Guide on Higher Education worldwide, Established Section processes and giving supervisory instructions.
Experience in guiding the HR specialists and knowledge sharing is an advantage.
An advanced or a first-level university degree may be considered as a substitute for two years' working experience only to determine eligibility.
Knowledge, Skills and Abilities:
- In-depth knowledge of Staff Regulations and Rules and Administrative Instructions, relevant HR policies, guidelines, procedures and practices.
- Knowledge of job design, classification and post management principles and practices.
- Technologically savvy with ability to effectively use office applications and HR systems like SAP and SuccessFactors, and ability to generate reports, statistics and presentations.
- Excellent planning and organisational skills – ability to organize own work, set priorities and meet deadlines.
- Service orientation - experience in providing a client-oriented service in the area of HR.
- Excellent communication, interpersonal and teamwork skills;
- Good judgment and analytical skills;
- Initiative and ability to identify and resolve wide range of complex issues/ problems;
- Integrity and ethics – tact and a high degree of discretion and respect for confidentiality required.
- Understanding of working in an international environment and respect for diversity.
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.
- Applies professional and technical expertise;
- Keeps abreast of organisational issues;
- Produces workable solutions to a range of problems.
- 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.
- 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.
- 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.
- 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 for senior positions at the Professional (P) and Director (D) levels. 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.
- Applicants may check the status of vacancies on ICC E-Recruitment web-site.
- 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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