Internship – Human Resources – Performance Management and Staff Engagement

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Please note that we offer the flexibility for interns to start at their convenience therefore, the closing date of the vacancy announcement is at the end of the year. Recruitment is taking place throughout the whole year on an ongoing basis.

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 reference letters (one academic).
• Scanned copies of university degrees and/or diplomas.
• Scanned copies of official academic transcripts that state your courses, results and completion date.
• One short essay on a subject relevant to the work of the Court (maximum of 750 words, single spaced, type written).

Contract Duration

Interns are required to work full time for a period between three and 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 concerns to the international community: genocide, war crimes, crimes against humanity and crime of aggression. The Court is participating in the global fight to end impunity, and through the 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.

Organisational 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 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 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 organization wide role in relation to strategic workforce planning, talent management, organizational design, leadership development, staff training and learning and development programmes and activities and performance management. The HR Organizational Development Unit consists of three teams: Strategic Workforce Planning, Performance Management & Staff Engagement and Learning & Development.

Duties and Responsibilities

Performance Management & Staff Engagement

We are looking for candidates who have a strong interest in talent management processes and willingness to learn about the current practices at the Court.  Tasks include:

• Support the implementation of the performance management process through managing the performance management inbox and providing technical support to supervisors and staff members.
• Support the monitoring of compliance rate across the Court to ensure 100% compliance for the Performance Management Process.
• Support the Developmental 360 Program by managing the process tool, follow up and responding queries from participants.
• Support the preparations for the annual Staff Engagement Survey and support the communication of the results (once ready) to the whole Court.
• Help the implementation and monitoring of staff engagement action plans.

Essential Qualifications

Education:

All Candidates must have a degree or be in the final stages of a relevant study at a recognised university. Candidates are expected to have a very good record of academic performance. Candidates with Law, Human Resources, Business Administration, Information Technology, Communications, Marketing, etc. degrees are strongly encouraged to apply. Other academic qualifications are welcome.

Experience:

Internship placements focus on candidates in the early stages of their professional careers therefore; practical experience is not an essential prerequisite for selection. However, practical experience that is relevant to the work of the Court may be considered an asset.

Knowledge, Skills and Abilities:

• Able to adapt to multicultural and multilingual working environments;
• Possesses strong teamwork skills (listens, consults and communicates proactively);
• Has acquired a good standard of computer skills (including Microsoft Office applications);
• Experience or interest in working with different applications, e. g. Canva, SurveyMonkey, PowerBI, Visio, etc;
• Experience or interest in working with reporting and data;
• Experience or interest in Project management
• Experience or interest in creating content for trainings and courses as well as in promotional material to support different educational programmes.
• Has a hands-on and pro-active approach;
• Possesses strong communication and organisational skills.

Knowledge of Languages:

Proficiency in one of the working languages of the Court, English or French, is required. Working knowledge of the other is desirable.

Other criteria:

It is the Court’s objective to have diversity and gender balance. And 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.