23518 | Registry

Note: Several positions may be available as a result of this recruitment.

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.

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 while serving as HR advisor to management within the Court. The Section is one of five sections located in the Division of Management Services.

The Section consists of two units: the HR Operations Unit and the HR Organisational 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 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, organises 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 Organisational 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 organisation-wide role in relation to strategic workforce planning, talent management, organisational design, staff training and learning and development programmes and activities, performance management and managerial development.

Duties and Responsibilities

Within the HR Organisational Development Unit, the HR Assistant, Organisational Development will support the execution of the following key HR processes:

1. Assist in Planning and coordinating Learning and Development initiatives (in-house and external) such as:

• Language training (French language training programme and UNLPE)

• Leadership Development

• Mentoring Programme

• Anti-harassment training roll-out

• Gender training development and roll-out

• Organise and host onboarding days for new employees

• Developmental 360 (conduct debrief sessions and provide admin support)

• L&D Fairs

• Career transition support

2. Assist in Coordinating, tracking and managing the corporate training budget and its related contracts, with internal stakeholders (procurement, budget and finance), through ICC systems (SAP and RM) and external stakeholders;

3. Manage and administer the Court’s Learning Management System (MyLearning & LinkedIn Learning); i.e. handling the enrolment process, adding and manging learner content, providing end-user support, reporting, liaising with other super users as well as LMS/LinkedIn vendor.

4. Track, measure and analyse Learning and Development initiatives in order to assess the effectiveness and for reporting purposes, together with the Human Resources Officer (Learning and Development).

5. Support the Head, Organizational Development Unt and the Human Resources Officer (Learning and Development) on the development, adoption and implementation of learning and development strategies, solutions, tools and services for the short and longer term.

6. Performs other duties such as preparing “ad-hoc” reports and statistics, general administration, etc.

Ensures timely and appropriate response to HR queries from staff and managers across the Court.

Undertakes research on a range of HR related issues and advises the supervisor on relevant developments or topics, best practices, proposed enhancements/improvements, etc.

Utilises the ERP system and other HR systems, ensures accuracy of information recorded, and provides input into the enhancement/improvement of work processes and developments of HR systems and processes.

Essential Qualifications

Education:

Diploma of secondary education.

Experience:

A minimum of six years of relevant work experience in the area of Human Resources, preferably in learning and development or any other related field is required. An advanced or a first-level university degree may be considered as a substitute for two years' working experience only to determine eligibility. Relevant experience in organisations applying the UN Common System would be considered an asset.

Knowledge, skills, and abilities:

• Knowledge of relevant HR policies, guidelines, procedures and practices;
• Technological awareness and ability to effectively use office applications and systems (experience of using SAP would be an asset);
• Understanding of working in an international environment;
• Ability to handle large volume of work in an efficient and timely manner and will be required to have excellent organisational skills, good judgement of setting priorities, attention to details and ability to ensure accuracy of information.
• Excellent verbal and written communication skills;
• Good analytical skills;
• Excellent interpersonal skills;
• Ability to work in a multi-cultural and multi-ethnic environment with respect for sensitivity; Effectively use HR systems to generate reports, statistics and presentations;
• Exercise discretion and respect for confidentiality.
• Maintains effective and professional relations with all clients;

Knowledge of languages:

Proficiency in one of the working languages of the Court, English or French, is required. Working knowledge of the other is considered an asset. Knowledge of another official language of the Court (Arabic, Chinese, Russian, Spanish) would be considered an asset.