Organizational 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 serving as HR adviser 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 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. Moreover, the Unit 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;
• Coordinates the implementation of the high-level strategic workforce planning developed in the Organizational Development Unit including transferring/converting high-level strategies into operational recruitment plans;
• Organizes and maintains proper and accurate post management records; tracks and records information related to job design (work surveys and vacancy announcements) whether related to new posts or amendment of existing posts; develops and maintains effective working procedures with regards to post management including the use of standardized forms;
• Reviews all new and amended work surveys and ensures that all work surveys meet standards and requirements; ensures their interrelations with regards to other posts are appropriately taken into account in decision-making; ensures that posts are used in accordance with their approved functions and levels; informs the Human Resources Officer and the Head of Operations Unit if proposed job designs do not meet the requirements;
• Supports the Human Resources Officer with the review of vacancy announcements to ensure that they properly reflect approved work surveys;
• Assists with and supports job (re)classifications; carries out reviews of classified levels for GS-level posts;
• Carries out post management related tasks such as reviewing SPA and coordinating cases of internal and external staff mobility;
• Guides Human Resources Assistants in their day-to-day work; ensures proper knowledge sharing within the team; supports recruitment processes as required;
• 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, other HR policies and guidelines; answers various human resources queries from staff and managers; prepares reports; verifies entitlements; assists the Human Resources Assistants with more complex issues while raising matters with the Human Resources Officer as appropriate;
• Coordinates and prepares correspondence, reports and statistics.

Essential Qualifications

Education:

Completion of secondary education.

Experience:

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 Leadership Competencies
Purpose
Collaboration
People
Results

ICC Core Competencies
Dedication to the mission and values
Professionalism
Teamwork
Learning and developing
Handling uncertain situations
Interaction
Realising objectives

Learn more about ICC leadership and core competencies.

General Information

- Candidates appointed to posts at a P-5 grade or in the Director category are subject to a maximum aggregate length of service of seven years. This is pursuant to a decision of the Assembly of States Parties (ASP Resolution ICC-ASP/23/Res.2) to implement a tenure policy at the Court as of 1 January 2025.

- 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.

- Post to be filled 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. This is pursuant to a decision of the Assembly of States Parties (ASP Resolution ICC-ASP/23/Res.3) to introduce a moratorium on the recruitment by the ICC of staff of non-States Parties’ nationality.

- In accordance with the Rome Statute, the ICC aims to achieve fair representation of women and men for all positions, representation of the principal legal systems of the world for legal positions, and equitable geographical representation for positions in the professional category.

- Applications from female candidates are particularly encouraged.

- The International Criminal Court applies the Inter-Organization Mobility Accord and can support secondment of staff from organizations of the United Nations Common System.