Human Resources Project Manager working with a great team that has:• Benchmarked workforce planning (WFP) practices with 15 UN and other International Organisations.• Baselined current ICC WFP performance by conducting structured stakeholder interviews, value-stream mapping the recruitment process and developing metrics and dashboards to measure geographical and gender diversity and performance through the different stages of the recruitment funnel.• Developed a WPF strategy that contained several project and benefits management plans for improving recruitment timeframes, recruitment automation, recruitment sourcing, geographical representation, gender balance, job families, generic job descriptions, talent pools and competency mapping.• Presented and facilitated discussions on the proposed WFP improvement strategy with senior leadership, now working on implementation.

Responsible for providing policy and strategic advice to the Registrar and liaising with senior leaders and operational stakeholders to identify key issues and increase the Mechanism’s effectiveness and efficiency across both of its branches in The Hague, Netherlands and Arusha, Tanzania.• Researched and analysed UN IRMCT Registry strategic needs via structured interviews with key stakeholders and desktop reviews of Office of Internal Oversight evaluation reports, the existing Registry strategy and the Registrar’s Compact with the UN Secretary-General (SG) (performance goals for the executive level within the UN).• Benchmarked organisation-level strategies with the UN, other International Organisations and the private sector.• Facilitated structured discussions with the Registry leadership team to develop a shared understanding of the strategic challenges being faced by the Registry.• Presented the UN SG’s recently developed Benefits Management Framework (BMF) as a strategy option with a focus on implementing a continuous improvement culture with an initial focus on baselining current performance and using portfolio and project management practices to achieve desired future performance.• Conducted three pilots to test the BMF’s continuous improvement methodologies and tools with the Registry’s Witness Support and Protection Unit, Judicial Records and Court Operations Unit and Archives and Records Section in both The Hague and Arusha branches.• Presented pilot outcomes to the senior leadership team - what worked well and what didn’t - and tabled recommendations to incorporate a change management framework to accompany the UN’s BMF within the Registry’s strategy.• Designed and delivered Benefits Management and Change Management Workshops for the Registrar and the senior leadership team based on the lessons learned during the aforementioned pilots.• Based on the above, drafted and submitted the Registry 2020-2021 strategy which was approved and adopted.

Responsible for developing an HR analytics function to support culture change and continuous improvement by providing the numbers that people need (and want) to fix their problems (in part) through evidence-based conversations:• Researched and drafted the business case and project plan for HR analytics.• Analysed and assessed business processes for automating data entry and improving its quality.• Identified how to fully utilise the ICC’s IT ecosystem to generate automated dashboard-based metrics (SAP ERP, SAP SuccessFactors (eRecruitment and Performance and Goals), SAP HR Renewal, SAP Business Warehouse and SAP Business Objects and standalone data sources such as staff engagement data).• Designed metrics based on customer requirements in a broad range of areas, including recruitment, gender, geographical distribution, sick leave rate, HR efficiency, engagement, and leadership.• Developed effective relationships with Executive level leadership during the project planning and roll-out phase and provided coaching on how to move from opinion-based conversations to fact-based conversations.

Responsible for developing a strategy that drives culture change through people engagement and continuous improvement:• Designed the roadmap and methodology used by the Taskforce to develop the strategy.• Interviewed teams from all divisions within the Registry to identify problems that continuously frustrate them.• Analysed root causes and key themes using systems thinking techniques.• Developed a strategy for improving judicial and administrative work processes, creating a culture of evidence-based conversations and redesigning aspects of executive level leadership behaviours and processes.

Responsible for supporting the development of the annual programme budget, generating spend forecasts and budget implementation reports, improving budget work processes and IT systems and advising directors on how to maximise the utilisation of their staff and non-staff cost budgets.• Project Manager responsible for the implementation of SAP Business Planning and Consolidation (BPC).• Project Manager responsible for the implementation of SAP Budget Control System (BCS).• Project Manager responsible for the review and improvement of budget implementation dashboards.• Developed a budget planning tool to forecast the impact of arrest warrants on court hearing days.• Member of the Budget Working Group responsible for developing the 2019 ICC Proposed Programme Budget (€147 million).• Implemented an ICC-wide review of savings, efficiencies, non-recurrent costs and additional cost reductions.

Responsible for leading and managing the Organisational Development Unit: Researching and developing value-add HR frameworks and practices:• Researched and presented a framework for an evidence-based HR strategy. • Researched and implemented a revised framework for performance management designed to drive effective conversations.• Researched and implemented a framework for staff well-being.• Designed and implemented on-boarding processes and practices for new staff members.• Supervised learning and developed processes including learning needs analyses and learning proposals training event management.• Researched and drafted requirements for a Learning Management System (LMS).• Researched flexible working arrangement practices and facilitated stakeholder As Is To Be workshops.• Researched and drafted the ICC leadership development strategy.

Responsible for leading and managing the Learning and Development Unit: Researching, developing and implementing value-add learning systems and frameworks:• Project Manager for the Management Control Systems project responsible for improving financial management performance of budget owners through the development of budget and spend tracking tools, training and continuous business process improvement.• Designed and delivered a leadership and management development programme for the Office of the Prosecutor’s Deputy Prosecutor, Director of Prosecution Division and Senior Trial Lawyers based on creating shared visions, systems thinking and managing mental models resulting in changes to behaviours and processes that improved legal strategy development, disclosure and meeting internal filing deadlines.• Implemented organisation-wide staff engagement surveys and developed methodologies that allowed executive and operational level management teams to link survey scores to “real-world” problems, causes and solutions.• Implemented organisation-wide learning needs analyses and drafted annual learning plans.• Managed all aspects of the procure-to-pay and contract management for small and large learning programmes.• Managed the controlling and planning processes for learning budgets (€1 million).• Designed and delivered a broad range of training in areas that included performance management, financial management, leadership and project management.

Legal and Policy:Responsible for providing HR corporate services policy development, staff appeals and disciplinary cases and staff relations:Staff Appeals• Successfully managed a broad range of internal appeals on topics that included entitlements and benefits, unfair dismissal, recruitment and selection, host state agreements and the organisation's pension fund.• Reduced the time spent on internal disputes by developing and implementing informal mediation processes.HR Business Process Improvement:Responsible for reviewing and improving HR business processes and reporting methodologies:• Mapped all elements of the recruitment process, identifying waste, and gained stakeholder buy-in for change.• Project Manager responsible for implementing eRecruitment which eliminated the need for paper-based application management and the manual calculation of recruitment statistics.• Developed an MS Project-based recruitment tracker that visualised delays and their causes for key stakeholders.

• Managed a team of 6 HR advisors and assistants in the areas of recruitment, HR administration, performance management and learning and development.• Member of the organisation’s cross functional working group for business process improvement responsible for designing and implementing a leadership and management development programme that improved overall operating efficiency, financial management and occupational health and safety practices.• Designed and implemented business processes for performance management and learning and development.• Designed and delivered training for managers on how to apply performance management and learning policies.• Reengineered the site’s work processes for learning needs analysis, annual training plans, and analysing the impact of training on performance.• Budget owner for training (AUD 1 million) responsible for managing training procurement, purchase requisitions, purchase orders, expenditure and invoices.• Developed tools for and coached managers in how to conduct performance counselling conversations.

• Partnered with managers to implement a broad range of HR practices including performance management, learning and development, career development and fitness for work (compliance with drug and alcohol testing).• Coached managers and staff in how to conduct fair and legal performance counselling and discipline meetings.• Coordinated recruitment activities for a broad range of functional areas including human resources, budget and finance, IT, engineering, and process operators.

• Configured the site’s SAP organisation structure and developed work processes to maintain the data.• Provided research support for employee relations negotiations and agreements.• Provided research support and recommendations for the sites new occupational health and safety framework.• Drafted the site’s equal employment opportunity and harassment policies / guidelines and delivered training.