Visiting Professional - Human Resources Section (Contract Management)

24450 | Registry

Due to the volume of applications received, only successful applicants will be contacted by the Court.

Required Documents for This Application

Please note that you will need to have the following information ready in order to complete your application:

• A completed “Duties and Responsibilities Form” (refer to step 1 on your eRecruitment Profile page)
• Motivation letter (maximum of 400 words)
• Two professional reference letters (one academic)
• One short essay on a subject relevant to Human Resources (maximum of 750 words, single spaced, type written)

Contract Duration

Visiting professionals are required to work full time for a period six months (to be agreed to prior to commencement).

The Opportunity

The International Criminal Court (ICC) investigates and, where warranted, tries individuals charged with the gravest crimes of concern to the international community: genocide, war crimes, crimes against humanity and crimes of aggression. The Court is participating in the global fight to end impunity, and through international criminal justice, the Court aims to hold those responsible accountable for their crimes and to help prevent the crimes from happening again. You can contribute to this cause by joining the ICC.

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 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 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 Organizational Development Unit and the HR Operations Unit.

The HRS Organizational Development Unit is in charge of devising strategies, programmes and policies 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 leadership and managerial development.

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 and SSA consultants and contractors). The Unit is responsible for the day-to-day operations and

activities related to job design, classification and advertisement of vacancies, recruitment, placement, on-boarding, post management, entitlements and benefits, staff loans and transfers, compensation administration and payroll. The Unit plans, organizes and administers staff services such as health insurance, pension schemes and other social security. The Unit supports the administration and settlement of (HR-related) staff complaints and grievances. The Unit is responsible for the maintenance of related staff data in the Court’s Enterprise Resource Planning system, including staff master data.

The HR Operations is structured in two areas; the first is the HR Support and Analytics Centre, which focuses on the process and administration of contracts, salaries, benefits and entitlements for staff members and non-staff (including judges, interns and SSA consultants and contractors), data analytics and reporting. In addition, it is the leading area for projects related to the automation of HR processes and employee self-service platform.

The second area consists of four HR Advisory Teams, following a business partner model, to advise and assist each of the Court’s areas in all HR related matters in order to develop and propose tailored solutions.

As part of the HR Operations Unit, the visiting professional will play an important role on assisting with the team’s daily operations.

Duties and Responsibilities

Under the guidance and supervision of the Senior Human Resources Assistant, the visiting professional will provide support to the HR Support and Analytics team. This includes the following responsibilities:

• Conduct research and provide support on specific HR topics (such as dependency review and sick leave), based on ICC Staff Rules and Staff Regulations, administrative issuances, other legal texts and past practice;
• Provide support in the preparation and development of guidelines and documents on different entitlements and benefits;
• Handle HR data that needs to be cleaned and analysed for reporting purposes;
• Assist in the preparation of monthly reports on specific entitlements and benefits;
• Assist in the preparation of documents for staff members;
• Perform other duties as assigned, such as assisting HR Assistants on the payroll processing and managing in-coming queries from staff members.

Essential Qualifications

Education:

All candidates must have a degree at a recognised university – preferably in human resources management, business administration or other related social science field. Candidates are expected to have a very good record of academic performance.

Experience:

Visiting professionals must have minimum three years professional experience in human resources or related fields.

Knowledge, Skills and Abilities:

• Experience in using common industry tools and HR information systems such as Excel, SAP and SAP HR Renewal.
• Strong ability to write and edit communication materials, ability to express clearly and concisely ideas and concepts in written and oral form;
• Ability to identify and analyse systemic issues, formulate opinions and make conclusions and recommendations to resolve those issues;
• Ability to handle multiple assignments with competing deadlines;
• Ability to work under pressure and to tight deadlines;
• Ability to report on quantitative and qualitative data analytics;
• Strong organizational skills and attention to detail;
• Proven ability to conceptualize, plan and execute ideas and implement innovative approaches, as well as transfer knowledge and skills;
• Self-motivated with the ability to take direction and also work independently.

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.

Other criteria:

It is the Court’s objective to have diversity and gender balance. In line with the ICC’s efforts to improve geographical representation among staff, nationals of non-represented and under-represented countries at the ICC are encouraged to apply. The list can be found here

Remuneration

Please note that internship and visiting professional placements at the ICC are unfunded. The ICC is not able to provide participants in the Internship and Visiting Professional Programme with any remuneration, nor is it possible to provide reimbursement for expenses incurred prior, during or after the internship or visiting professional placement.

Applicants must therefore be able to support themselves for the entire duration of their internship or visiting professional placement.