Associate Human Resources Officer

2 weken geleden

The Hague, Nederland International Criminal Court Voltijd

Contract Duration:

To be determined

Special Notice:

A Short-Term Appointment is used to recruit staff to meet short-term needs. The duration of this assignment is provided above. The maximum duration of a short-term appointment including extensions shall not exceed 12 months.

A Short-Term Appointment does not carry any expectancy, legal or otherwise, of renewal and shall not be converted to any other type of appointment.

Due to the short-term nature of the assignment, the ICC reserves the right to make an appointment at one grade lower than that stated in the vacancy with a modified job description.

A current ICC staff member who is holding a fixed-term appointment may apply for any short-term position. Where a current ICC staff member is selected to a short-term position, he or she will be temporarily assigned to the position in line with section 4.10 of ICC/AI/2016/001. GS-level posts are subject to local recruitment only.

The terms and conditions of service for staff members appointed under a short-term appointment are governed by ICC/AI/2016/001.

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 whilst providing HR advice and support 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 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, consultants and contractors). The HR Organizational Development Unit is in charge of devising strategies and programmes 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.
Duties and Responsibilities Within this framework, and under the direct supervision of the Human Resources Officer (Legal and Policy), the incumbent will perform the following duties:
• Conduct extensive legal research and analysis on matters of relevance to HRS and provides summaries of legal and factual cases;
• Assist with providing first line HR legal advice on policy issues or complex cases to aid in their decision making to the Human Resources Officer (Legal and Policy);
• Research, analyse, interpret and prepare legal opinions on issues relating to HR in areas of international public and administrative law and on the interpretation and application of the Court’s legal, operational and administrative HR-related procedures and policies;
• Proactive in staying abreast of and researching UN Common System HR rules/regulations, policies, practices and relevant jurisprudence and reporting findings for the development of relevant procedures and guidelines;
• Supporting and undertaking the monitoring and evaluation of current ICC policies of HR to identify policy gaps and reduce these as well as ensure consistent application of HR rules and regulations;
• Assist the Human Resources Officer (Legal and Policy) in developing, drafting and reviewing regulatory HR-related administrative issuances , and take all necessary steps so that approved policy statements are expeditiously processed through the Court consultation process;
• Draft communications relating to the interpretation and application of HR policy ;
• Assist the Human Resources Officer (Legal and Policy) in their role as point of contact for complex policy interpretation queries and the (informal) resolution of grievances;
• Liaise with the Registry Legal Services Section counterparts on HR (legal) decisions;
• Assist in reviewing the decisions or proposals of other HR staff members to provide advice on their legality and suitability;
• Stay abreast of files and decisions at the ILOAT of an HR nature that could have an impact on HR operations or decisions at the Court.
Essential Qualifications Education: Advanced University degree in law, preferably with specialization in administrative law, employment law or other related legal fields, is required. 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 two years of professional experience (four years with a first-level university degree) in providing legal and policy advice, preferably in the area of administrative law, is required;
• Experience providing legal and/or policy advice to managers and employees, preferably in a human resources management context, is highly desirable;
Knowledge, Skills and Abilities: • Knowledge of HR theories, principles and practice;
• Strong research and analytical skills;
• Demonstrated skills drafting official legal documents;
• Ability to negotiate HR legal and policy matters with team and clients, ensuring consensus and agreement in the team and with clients;
• Ability to consolidate large amounts of information into consolidated and accurate position papers, advice and proposals;
• Outstanding legal drafting skills to ensure policy development and advice is produced to a high standard;
• Ability to exercise tact and a high degree of discretion and respect for confidentiality;
• Ability to support/advise the Chief of HRS, Unit Heads and other HR staff;
• Ability to cope with periods of voluminous high detail policy development and drafting;
• Knowledge of the UN common system staff rules and regulations is desirable. 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

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