24238 | Registry

Deadline for Applications:: 08/12/2025 (midnight The Hague time)

Organizational Unit:: Human Resources Section, Registry

Duty Station:: The Hague – NL

Type of Appointment:: Short Term Appointment

Minimum Net Annual Salary:: €49,420.00

Contract Duration:: To be determined

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.

Organizational Context

The Human Resources Section (HRS) 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 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 and SSA consultants and contractors). The HR 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, leadership development, staff training, learning and development programmes and activities and performance management and engagement.

Duties and Responsibilities

Within the HR Organizational Development Unit, Human Resources Assistant(s) will support the execution of the following HR processes.

General HR Duties and Responsibilities:

• Provides administrative support across a range of human resources processes and documentation.
• Assists in the preparation and processing of HR-related actions, maintaining accurate records and drafting standard correspondence.
• Ensures timely execution of routine tasks in accordance with applicable Staff Rules and HR procedures.
• Contributes to the preparation of documentation required for audits and internal reviews.
• Supports the entry, maintenance, and reporting of HR data.
• Utilises the ERP and other HR systems, databases, and SharePoint to ensure accuracy of recorded information and contributes to the enhancements of HR systems and processes.
• Generates reports, tracks the status of actions, and contributes to regular and ad hoc data validation exercises.
• Maintains confidentiality of sensitive records and adheres to data protection protocols.
• Facilitates communication and coordination across stakeholders.
• Serves as a contact point for staff, managers, and service providers on routine HR matters.
• Prepares and shares standard information and guidance on HR procedures, ensuring clarity and consistency.
• Liaises with internal clients and external partners as required.
• Maintains accountability for integrity, transparency, and equity in the management of assigned ICC resources.
• Contributes to projects, initiatives, and working groups of the Court that fall within the scope of the role.

Performance Management and Staff Engagement

• Supports the coordination and monitoring of performance appraisal processes.
• Tracks completion of performance evaluations, sends reminders, and maintains accurate performance records in HR systems.
• Responds to routine inquiries from staff and managers regarding timelines, procedures, and system access.
• Prepares statistics and reports on compliance and appraisal trends to support continuous improvement in performance management practices.
• Assists in the coordination and scheduling of meetings with internal and external stakeholders.
• Supports the preparation and dissemination of staff engagement survey results and related communications whether written, virtual or in-person.
• Provides logistical and administrative support for procurement processes related to future engagement initiatives.

Strategic Workforce Planning

• Provides comprehensive assistance in maintaining organizational data and documentation related to strategic workforce planning.
• Contributes to the Job Families initiative by assisting with mapping, documentation, SAP administration, and communication materials.
• Prepares data products and visualization reports to support workforce planning, including skills taxonomy and mobility indicators.
• Assists in the development, design, testing, and maintenance of databases, dashboards, and automated reporting tools tailored to workforce planning needs.
• Supports onboarding and offboarding modernization initiatives through testing activities, administration, and coordination tasks related to SAP and SuccessFactors enhancements.
• Collaborates with internal teams (SAP, HR Operations, Budget, etc.) to ensure system integration and data validation, helping to improve dashboards and reporting tools, while identifying data inconsistencies and promoting automation and a data-driven culture.
• Actively participates in the HR Analytics and Automation Working Group and contributes to cross-functional initiatives through documentation, follow-up, and knowledge sharing.
• Promotes data literacy by organizing or participating in webinars and demonstrations.
• Monitors the SWP inbox and participates in relevant projects and initiatives as required.

Essential Qualifications

Education:

Diploma of secondary education.

Experience:

A minimum of six years of relevant work experience in the area of Human Resources is required. Experience in performance management and engagement, workforce planning, organizational design, data and analytics, or any other related field is preferred. An advanced or first-level university degree may be considered a substitute for two years’ working experience only to determine eligibility. Relevant experience in organizations applying the UN Common System would be considered an asset.

Knowledge of Languages:

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

Knowledge, Skills and Abilities:

Expertise in interpreting and applying ICC Staff Regulations and Rules to ensure compliance, fair employment practices, and effective human resource management.

• Ability to work under strict deadlines, maintaining composure and effectiveness in high pressure situations, and dealing with potentially distressing information;Interacting clearly and concisely with diverse audiences and relevant stakeholders within the ICC context;
• Ability to provide support, address inquiries, and ensure client satisfaction through effective communication and problem-solving;
• Ability to generate original ideas and solutions by thinking outside conventional frameworks;
• Ability to structure tasks, manage priorities, and utilize resources effectively to ensure smooth and efficient operations;
• Ability to set objectives, develop strategies, and organize resources to achieve goals efficiently and effectively;
• Ability to deal patiently and tactfully with others;
• Confidentiality and discretion, ability to handle sensitive information with discretion, ensuring its protection and compliance with legal, ethical, and organizational standards;
• Confidence in using Word, Power Point, Excel, Outlook, Share Point, SAP, SuccessFactors and ability to learn any other computer programme needed.
• Know-how in organizational development, design, and strategic workforce planning and people analytics;
• Performance management, expertise in performance management methodologies and strategies;
• Ability to design, deliver, and optimize learning experiences (webinars, training sessions, presentations, etc.) by applying expertise in learning methodologies, strategies, systems, and tools.

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
– 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 the ICC policy. The PSC process will include but is not limited to, verification of the information provided in the personal history form and a criminal record check. All candidates should be in a positon to submit electronic copy of their passport and all diplomas listed on their profile when requested;
– Applicants may check the status of vacancies on ICC E-Recruitment web-site;
– Personnel recruited at the General Service level are not entitled to all of the benefits granted to internationally-recruited staff;
– The ICC reserves the right to not make any appointment to the vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description.