24355 | Office Of The Prosecutor

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).

Organizational Context

The Prosecutorial Administrative Services Division (PASD) ensures a continuum of service with the Registry through the:

1. Planning and Operations Section,

2. Financial Planning and Control Section,

3. OTP HR Office, and the

4. Administration Support Unit

Functioning as both a specialist advisory function and a partner to the business, the HR Office provides necessary HR support to the Office whilst at the same time forming an integral part of the Office of the Prosecutor (OTP) Senior Leadership structure in the provision of accessible, specific, reliable and informed HR advice, strategic workforce planning, policy review, knowledge management, staff development and staff relations to the Prosecutor and Senior Management of the Office of the Prosecutor (OTP). Operating in coordination with the Human Resources Section of the Registry it achieves synergies in the full continuum of the provision of OTP HR services to the Office.

Duties and Responsibilities

Under the supervision of the Director, Prosecutorial Administrative Services Division (PASD), and in close collaboration with the Human Resources Section (HRS) of the Registry the incumbent will be responsible for the following tasks:

• Develop and implement HR strategies, policies and programmes that support the OTP’s overall objectives and mandate as well as the Court’s Core Values.
• Engage with Executive and Senior Management to ensure effective organisational design and provides guidance on restructuring and right-sizing initiatives to support the achievement of OTP goals.
• Lead initiatives on workforce planning, talent management, and succession planning to ensure the OTP has the skills and capacity to meet current and future needs.
• Manage and direct the operations of the OTP Human Resources Office, including OTP strategic workforce planning, recruitment, staff relations, knowledge management, performance management, learning and development, and the provision of strategic HR advisory services.
• Consider, review and approve, under delegated authority of the Prosecutor, various staff requests, ensuring consistency in the application of relevant policies and the Staff Regulations and Staff Rules (SRSR).
• Review and advise on exceptions to the SRSR and the HR framework, ensuring consistent application of organizational HR policies and regulatory frameworks in coordination with HRS.
• In collaboration with the HRS Legal and Policy team and the OTP Legal Advisory Section, assess, review and provide advice and recommendations to Executive and Senior management on issues related to conduct, staff litigation and conflict resolution.
• Lead and advise on performance management, ensuring managers and staff receive clear guidance on operational, individual and team objectives and performance assessments;
• Promote organisational excellence, professionalism and staff wellbeing by fostering a supportive environment and providing developmental feedback, coaching, mentoring and tailored guidance to team members.
• Manage the OTP annual training budget and Learning Needs Analysis, including onboarding, induction and offboarding procedures ensuring alignment with the OTP strategic goals and fostering a learning environment.
• Oversee the development and implementation of the OTP knowledge management strategy and Lessons Learned framework, ensuring timely access to relevant information and the systematic capture and application of organisational knowledge for decision-making and performance improvement.
• Participate in inter- and intra-Organ consultation and advisory mechanisms, including the Staff Wellbeing and Engagement Committee (SWEC), the Classification Advisory Board (CAB) and other key initiates.

Essential Qualifications

Education:

An advanced university degree in HR Management, Public or Business Administration, or a related field 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:

• At least seven years of progressively responsible experience (nine years with first level university degree) in administration, human resources, or a related field is required.
• A minimum of four years of progressively responsible experience in managing a team dedicated to HR management is required.
• Experience working in a multi-cultural, multi-ethnic environment is desired.
• Experience working in international organisations is an asset.

Knowledge, skills and abilities:

• knowledge of fundamental HR concepts and procedures is required.
• Ability to identify and analyse complex and sensitive human resources issues, formulate opinions, make conclusions and provide recommendations and solutions.
• Ability to lead and manage teams through effective delegation of responsibilities, clear alignment of roles with performance objectives.
• Ability to effectively support staff development and promote an inclusive, collaborative work environment.
• Ability to establish and maintain effective working relationships and work collaboratively, with people of various national and cultural backgrounds.
• Strong communication and negotiation skills as well as ability to interact with tact and diplomacy;
• Strong commitment to high standards of ethical conduct, confidentiality, accountability, fairness and inclusion.
• Ability to integrate diversity, inclusion and gender equality into daily HR advice and practices.
• Knowledge of fundamental HR concepts and procedures is required.
  

Knowledge of languages:

Proficiency in one of the working languages of the Court, English or French, is required. Working knowledge of the other is desired. 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.