Avis de recrutement : Recrutement d’un(e) Assistant(e) Ressources Humaines au Pays-Bas.

Avis de recrutement : Recrutement d’un(e) Assistant(e) Ressources Humaines au Pays-Bas.

The profile of HR Assistant is a generic profile that can be placed in any of the functional areas of the HR Section.

Duties and Responsibilities

HR Assistants will provide services in one of the following service areas of the HR Section and may be required to rotate/integrate through cross training depending on operational requirements:

HR Operations Unit:

• Works with managers and coordinates the recruitment process from the initial drafting and publication of the vacancy announcement to the final selection including the review of the short list, organisation of tests and interviews, participating in interviews as ex officio, liaising with the candidates, drafting of interview reports, assessing and proposing level and step on appointment, etc.
• Liaises with managers on post requirements and durations and provides advice on Special Services Agreement (SSAs) and language staff fee levels;
• Initiates pre-employment formalities, prepares travel and visa arrangements and offer of employment, including assessing the level and step in accordance with relevant Recruitment Guidelines;

• Issues and administers contracts for all staff and non-staff;
• Calculates and process all payroll and entitlements for staff;
• Prepares guidelines, reports, presentations and materials on entitlement areas to ensure that staff at the Court are proactively informed;
• Provides advice on salaries, benefits and entitlements, pension and medical plans and provides updated information to the Fund and insurers.

HR Organisational Development Unit:

• Coordinates and administers training (in-house and external), including language training;
• Supports the HR Officer (Learning and Development) and the HR Officer (Performance Management) in identifying training and development opportunities on the basis of training needs assessments provided.
• Conducts market research and reviewing possibilities for in-house (and on-the-job) training;
• Supports the Unit with the maintenance of records related to trainings and development, performance management, staff wellbeing and engagement and similar programmes provided throughout the Court and its field offices.
• Support the implementation of the performance management strategy;
• Support the ongoing development and management of individual performance goals and objectives throughout the Court;
• Discuss ideas and support the implementation of strategies to better align learning and development with performance management;
• Collects information for future decision-making processes, prepares reports, identify patterns over time and propose solutions, to ensure 100% compliance;
• Support the preparation and delivery of workshops regarding performance management subjects such as rating systems, feedback, communication, cascading objectives, and the UN principles.

In any of these positions the following generic duties are required:

• 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.;
• Accurately maintains staff files and other official documents, records, organisation charts and the HR intranet/internet and coordinates and prepares correspondence, reports and statistics;
• 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;
• Maintains effective and professional relations with all clients;
• Perform other duties such as preparing ‘ad hoc’ reports and statistics, general administration, etc.

Essential Qualifications

Education:

Diploma of secondary education.

Experience:

A minimum of six years of relevant work experience in the areas of recruitment, contract management, performance management, 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 one of the service areas of the Human Resources Section, as listed above, 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.

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.

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