Special Notice:

A Short-Term Appointment is used to recruit staff to meet short-term needs. 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.

Due to the short-term nature of the assignment, the ICC reserves the right to make an appointment at one grade lower than that stated in the vacancy with a modified job description.

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.

Organisational context
Under the direct supervision of the Director of Management Services (DMS), the Budget Section ensures that the Registry puts in place adequate services, for the benefit of all Organs and activities of the Court. The Budget Section provides effective, timely, accurate budgeting and control services to the Court as well as budget and forecast information and reports to management, Committee for Budget and Finance (CBF) and the Assembly of State Parties (ASP). The Section works in close cooperation with the Finance Section (FS) and the Human Resources Section (HRS) for all services related to financial administration, disbursement, treasury and accounts and payroll.

Duties and Responsibilities
Within this framework, and under the direct supervision of the Chief of the Budget Section, the incumbent will perform the following duties:

• Responsible for the accurate and timely monitoring and forecasting of the annual budget implementation in accordance with plans and relevant policies and regulations, including advising the Chief of Section and budget holders of any relevant matters.
• Keeps abreast of Court strategic planning process and proposes yearly budget assumptions.
• Develops and implements organizational performance management policies and procedures to ensure implementation of stated budget objectives and continuous organizational improvement across the Court.
• Puts in place adequate systems and automation processes in support of the Court’s budget planning and monitoring and organizational performance management.
• Oversees that all information in relation to budget planning, forecasting, monitoring and implementation is managed accurately and disseminated as appropriate.
• Participates in or leads, as appropriate, inter-organ and intra-organ coordination meetings and liaises and fosters relations with budget holders as part of budget planning and monitoring or organizational performance management duties.
• Supports the Chief in liaising with external stakeholders in facilitation of ASP budgetary discussions, including CBF meetings and The Hague Working Group facilitations on budget.

Essential Qualifications

Education:
Advanced university degree in business or public administration, finance or related field. A first-level
University Degree in combination with two additional years of qualifying experience is accepted in lieu of the advanced university degree.

Work Experience:

• At least seven years (nine years with first level university degree) of relevant work experience in budget, finance, business, public administration or related area.
• Demonstrated experience in the following areas is required:
• Budgetary principles and practices.
• Financial and ERP systems, in particular SAP.
• Judicial, prosecutorial and managerial processes in international tribunals. Experience in managing and supervising a team.

Knowledge, Skills and Abilities:

Ability in the following aspects:

• Identify and resolve budgetary problems and identify sources for data collection; conscientious and efficient in meeting commitments, observing deadlines and achieving results;
• Train and develop staff from multiple countries and diverse ethnic backgrounds; empowering staff by including them in planning, decision making and workflow improvements; encourage staff to actively develop themselves professionally and personal;
• Identify priority activities and assignments, adjusting priorities and plans as required;
• Foresee risks and allows for contingencies when planning;
• Effectively present information and respond appropriately to questions from managers and external bodies/organisations; meets timeline for delivery of products or services to client;
• Operate in compliance with the organisational regulations and rules; takes ownership of all responsibilities and honours commitments, supports subordinates, provides oversight and takes responsibility for delegated responsibilities;
• Knowledge of results-based budgeting;
• Working knowledge of the relevant financial rules and regulations, as well as administrative policies and practices.

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

ICC Core Competencies

Dedication to the mission and values
- Acts consistently in accordance with the mission and values of the Organisation;
- Maintains confidentiality, acts with integrity and shows respect for diversity;
- Shows commitment to the organisation;
- Presents a positive image of the organisation during external discussions.

Professionalism
- Applies professional and technical expertise;
- Keeps abreast of organisational issues;
- Produces workable solutions to a range of problems;

Teamwork
- Listens, consults and communicates proactively;
- Handles disagreements with tact and diplomacy;
- Recognises and rewards the contribution of others;

Learning and developing
- Identifies development strategies needed to achieve work and career goals and makes use of developmental or
training opportunities;
- Learns from successes and failures;
- Seeks feedback and gives feedback to others to increase organisational effectiveness;
- Seeks opportunities for improvement of work;
- Has an open mind and contributes to innovation.

Handling uncertain situations
- Adapts to changing circumstances;
- Deals with ambiguity, making positive use of the opportunities it presents;
- Plans activities and projects well in advance and takes account of possible changing circumstances;
- Manages time effectively.

Interaction
- Expresses opinions, information and key points of an argument clearly;
- Handles contacts with diplomacy and tact;
- Communicates in a transparent and open way with internal and external contacts while complying with
confidentiality requirements.

Realising objectives
- Accepts and tackles demanding goals with enthusiasm;
- Keeps to agreements with others;
- Focuses on client needs;
- Takes responsibility for actions, projects and people;
- Monitors and maintains quality and productivity

General Information

• 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;
• Position to 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;
• In accordance with the Rome Statute, the ICC aims to achieve fair representation of women and men for all positions;
• Applications from female candidates are particularly encouraged;
• Consideration is given to achieving diverse geographical representation at the ICC, to the extent possible;
• 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.