Associate Human Resources Officer (Legal and Policy) (P-2)

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 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 - ICC-ASP-23-Res.2-ENG) 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 - ICC-ASP-23-Res.3-ENG) 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.