Chief of Human Resources Section (P-5)

  • Location:
  • Salary:
  • Job type:
  • Posted:
    2 months ago
  • Category:
    Human Resources
  • Deadline:
    February 11, 2023



Deadline for Applications: 11/02/2023 (midnight The Hague time)
Organizational Unit: Human Resources Section, Registry
Duty Station: The Hague – NL
Type of Appointment: Established Post
Post Number: E-4420
Minimum Net Annual Salary: €124,196.00
Contract Duration: For initial appointments, the Court offers a two-year appointment with the possibility of extension (six month probationary period).


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).



The Division of Management Services (DMS), headed by a Director, is comprised of the Office of the Director and the Human Resources, Budget, Finance, General Services and Security and Safety Sections. DMS provides a diverse range of administrative services to support the functioning of the entire Court. DMS’s top priority is to deliver efficient, well -planned and cost-effective administrative and management services to support the operations of the Court at Headquarters and in the field. This is done in a fast changing environment and with the overall objective of achieving effectiveness and efficiency while aiming for continuous improvement. Given the level of services required from DMS and the unpredictability of Court developments, DMS exercises flexibility and manages change proactively taking into consideration best practices.

The Human Resources Section provides the whole range of Human Resources (HR) services to the entire Court. The Section is part of the Registry’s Division of Management Services (DMS). The Section is directed and supervised by the Chief and consists of two units: the HR Operations Unit, and the HR Organizational Development Unit

Duties & Responsibilities

Reporting to the Director DMS, the incumbent will perform the following functions:

  • Supervise, review and coordinate the work of the Section.
  • Prepare the section’s budget and allocate its resources in line with the Registry Strategic plan.
  • Take a leading role and responsibility for strategic planning and coordination of HR related activities such as organizational job design and classification, recruitment and selection, monitoring and forecasting of staffing needs and training and development of staff matters.
  • Provide policy direction to ensure consistent and proper implementation of the Court’s Staff Regulations, Rules and applicable administrative instructions and information circulars within the Court.
  • Propose and lead the development of HR policies and procedures for improvement and harmonization of conditions of employment for all categories of staff, responding to the Court’s evolving priorities. This includes those related to ensuring (a) a more agile, flexible, and responsive workforce, which allows for internal mobility; (b) a workplace culture conducive to high staff engagement; (c) more effective and efficient HR services; and (d) a Leadership Framework that remains at the centre of all HR processes.
  • Provide expert advice on HR matters to the organization and substantive input in the preparation of budget proposal, overviews, statements, position papers and reports for presentation of external stakeholders, in particular the Court’s Committee on Budget and Finance
  • Drive innovation, continuous improvement and change initiatives, set key indicators of HR effectiveness and promote quality management and adoption of best practices. In particular, optimize opportunities arising from the implementation of Enterprise Resource Planning (ERP) and other systems, in order to integrate and automate business processes as much as possible.
  • Develop and implement a programme to ensure improvement in the quality of HR services to its clients and increase service delivery outcome, taking into account the core principles set out in the Registry Strategic plan, including increasing the effectiveness of Registry services and increasing efficiency in resource management.
  • Monitor, analyse and report the progress of service delivery using key performance indicators and other quality assurance controls in managing HR’s obligations.
  • Oversee the implementation of audit recommendations and other improvement suggested by other independent stakeholders, in line with HR best practices.
  • Establish and maintain regular contacts with the UN common system and other international and intergovernmental organizations in order to keep abreast of development in HR policies and practices, in particular with regards to conditions of service and Geographical Distribution and Gender Equality as well as Workplace Culture.
  • Regularly consult with the elected staff representatives and participate in joint advisory bodies and committees, including those related to key staff wellbeing and engagement.
  • Support and advise in a leading role the development and implementation of systems to enable and foster an environment where all staff are encouraged to improve their capacity and performance, using the ICC Leadership Framework as the core for this development
  • Provide advice with regards to grievances, appeals and complaints. Address specific cases/problems which require exceptional treatment.
  • Identify recruitment needs and priorities, develop and implement recruitment strategies.
  • Monitor implementation of the Court’s group health insurance scheme and other relevant social security matters.
  • As required, Serve as Certifying Officer of budget accounts concerning staff costs and personnel entitlements.
  • Perform any other duties as assigned.

Essential Qualifications


Advanced university degree in human resources management, public or business administration, management, law or political sciences, or related fields. A first level degree in combination with qualifying experience may be accepted in lieu of an advanced university degree.



  • A minimum of 10 years (12 with a first level degree or equivalent) of progressively responsible professional experience in human resources management or related area at a management and policy making level preferably within an international environment.
  • Thorough knowledge and understanding of human resources management principles and practices, policy development and organizational and general management concepts.
  • Proven managerial and analytical skills, including ability to identify problems and recommend solutions.
  • Excellent drafting skills with the ability to communicate clearly and concisely both orally and in writing.
  • Excellent understanding of ethical standards and values demonstrated through managing by example and providing value-driven advice.
  • Full familiarity with Microsoft Office.


  • Experience with the management of budgets.
  • Knowledge of ERP systems, preferably SAP.

Knowledge of languages

Fluency in either of the working languages of the Court, English or French, is essential. Working knowledge of the other is desirable. Knowledge of another language of the Court would be considered as an asset (Arabic, Chinese, Russian and Spanish).


ICC Leadership Competencies

ICC Core Competencies
Dedication to the mission and values
Learning and developing
Handling uncertain situations
Realising objectives

Learn more about ICC leadership and core competencies.

General Information
– In accordance with the Rome Statute, the ICC is committed to achieving geographical representation and gender equality within its staff as well as representation of the principal legal systems of the world (legal positions). Nationals from the list of non-represented and under-represented States are strongly encouraged to apply. In addition, applications from women are strongly encouraged for senior positions at the Professional (P) and Director (D) levels. Posts shall be filled preferably 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, but nationals from non-state parties may also be considered, as appropriate.

– 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.
– The Court reserves the right not to make any appointment to the vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description.