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 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. 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

The Human Resources Section (HRS) is committed to enhancing its systems, activities, and operations through continuous improvement and process automation. These initiatives aim to enable HRS to expand its support to the organization, remain aligned with technological advancements, adopt emerging technologies, and serve as a catalyst for stakeholder communities.

Under the direct supervision of the Head, HR Operations Unit, the incumbent will:

• Analyze and evaluate HR workflows, processes, and systems, recommending changes to enhance efficiency and effectiveness. Focus on operational reporting by implementing and maintaining recurring and ad hoc HR reports and dashboards, based on established data definitions. Provide guidance and support to HR users on system functionality, processes, and procedures. Assist in the development and maintenance of training materials and delivery to HR users.
• Work closely with the ERP/SAP Team to ensure that HR requirements, including data and reporting needs, are effectively integrated into the ERP system. Coordinate with the Working Group on Analytics (WGA) to operationalize reporting tools and ensure accurate data integration across platforms.
• Investigate and resolve HR system issues reported by users. Monitor system performance and data quality to ensure accuracy and reliability. Identify opportunities for system improvements and recommend changes as needed. Ensure compliance with internal control policies and procedures related to HR systems and reporting.
• Ensure the quality of services delivered and data produced by the HR Operations Unit, including coordinating system enhancements, performing regular data integrity checks and data clean-up, and taking corrective actions when necessary. Support the standardization and documentation of WGA reporting definitions and data sources within HR operations.
• Prepare, review, and update operational procedures. Suggest and implement best practices, including reporting standards and data visualization approaches, to optimize overall HR operational efficiency.
• Develop and maintain documentation of work processes, SOPs, and guidelines related to system use, data reporting, and dashboards. Lead user training sessions and adoption efforts for operational reporting tools in collaboration with the WGA.
• Collaborate with HR management and other stakeholders to define and implement reporting frameworks and procedures that align with the ERP system and organizational goals. Support the integration and consistency of HR data for operational reporting by maintaining data quality standards and ensuring alignment with organization-wide data governance policies.
• Assist in identifying and tracking Key Performance Indicators (KPIs) for HRS. Contribute to the design, development, and dissemination of recurring and ad-hoc HR reports, dashboards, and data visualizations to support operational monitoring and compliance.
• Lead or contribute to initiatives aimed at enhancing HR data reporting capabilities, including the development of standardized reporting templates, automation of data extraction processes, and operational use of business intelligence tools where applicable. Serve as the primary HR Operations focal point for implementing and maintaining reporting tools and dashboards developed by the WGA.
• Ensure that all staff master data, including salaries, benefits, and entitlements, is accurately maintained in the ERP (SAP) system in a way that facilitates effective processing, decision-making, reporting, and statistics generation.
• Coordinate the use of relevant IT/HR systems within the Unit. Train staff on correct use of SAP and promote the use of reporting tools, dashboards and platforms to improve data accuracy, reporting, and operational efficiency.
• Build and maintain positive relationships with key stakeholders, including the WGA, SAP Team and other business areas. Act as a liaison between the WGA, HR Operations , technical and other HR teams to ensure that system enhancements reflect functional needs, including data and reporting requirements. Ensure alignment between technical support and technical tools developed in collaboration with the WGA.
• Provide advice and support on the use of the HR component of the ERP system, particularly regarding operational reporting and standard output queries. Collaborate with the Strategic Workforce Planning when strategic analysis or interpretation is required.
• Perform other related duties as assigned.

Essential Qualifications

Education

• An advanced university degree in human resources, business administration, or in 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

• A minimum of two years (four years with a first level university degree) of relevant work experience in human resources, and working with ERP systems, preferably SAP, is required.
• Experience in a project management role, 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.