Org. Setting and Reporting

Human Rights Council Resolution 60/2 established the Independent Investigative Mechanism for Afghanistan with the mandate to collect, consolidate, preserve, and analyse evidence of international crimes and the most serious violations and abuses of international law, including those that may also amount to violations and abuses of international human rights law, committed in Afghanistan, including against women and girls, and to prepare case files in order to facilitate and expedite fair and independent criminal proceedings, in accordance with international law standards, in national, regional, or international courts or tribunals that have or may in the future have jurisdiction over these crimes. This position is based in Vienna. The Head of the Mechanism will report to the Secretary-General, or his representative.

Responsibilities

1. PROVIDE OVERALL STRATEGIC AND MANAGEMENT GUIDANCE TO THE MECHANISM, IN FULL COMPLIANCE WITH ITS MANDATE AND TERMS OF REFERENCE • Ensure implementation of the Mechanism’s mandate by providing coordination and direction to the work and activities of the Mechanism, in line with the relevant policies and procedures of the United Nations. • Manage and provide substantive leadership to staff members, supervise the distribution of tasks and the timely delivery of outputs. • Ensure timely reporting on the main activities of the Mechanism to the Human Rights Council and to the General Assembly. • Provide overall direction and supervision for the collection, consolidation, preservation, and analysis of information and evidence in fulfilment of the Mechanism’s mandate. • Oversee the Mechanism’s efforts to facilitate and support of fair and independent proceedings, in accordance with international law standards, before courts or tribunals that have, or may in the future have, jurisdiction over crimes committed in Afghanistan. • Ensure the integration of victims-centred, gender and child rights approaches within the work of the Mechanism. • Ensure victims and survivors participation in the work of the Mechanism. 2. MAINTAIN RELATIONS WITH MEMBER STATES, OTHER UNITED NATIONS AGENCIES AND ENTITIES, INTERNATIONAL ORGANIZATIONS, REGIONAL AND NATIONAL INSTITUTIONS, NON-GOVERNMENTAL ORGANIZATIONS (NGOS), THE PRIVATE SECTOR AND ACADEMIA. OVERSEE THE CONCLUSION OF ARRANGEMENTS WITH MEMBER STATES AND OTHER ENTITIES TO ENSURE THEIR COOPERATION. • Establish and maintain relationships with relevant judicial, prosecutorial, investigative and other authorities that have or may have in the future jurisdiction over the crimes committed in Afghanistan. • Provide direction and oversee negotiations and conclusion of arrangements with Member States and other stakeholders concerning their cooperation with the Mechanism. • Establish and maintain constructive relationships with other accountability mechanisms, including to ensure cost-efficient use of its resources. • Establish and maintain relationships with other UN bodies and entities working on Afghanistan. • Maintain liaison with the Executive Office of the Secretary-General, other offices at Headquarters. 3. OVERSEE THE ADMINISTRATION AND MANAGEMENT OF THE MECHANISM, IN PARTICULAR THE BUDGET PROCESS AND RESOURCE MOBILIZATION • Develop and maintain a framework for the management and planning of the Mechanism’s activities and facilitate the development of the overall work programme. • Ensure the preparation of the Mechanism’s budget, and of financial reports to relevant UN inter-governmental bodies and donors. • Oversee resource mobilization efforts. 4. OVERSEE THE RESPECT AND COMPLIANCE WITH SECURITY RISK MANAGEMENT MEASURES AND SECURITY PROTOCOLS, AND WITH THE HIGHEST PROTECTION STANDARDS • Establish and oversee processes to ensure safety and security of staff members. • Establish and oversee processes to ensure safety and security of individuals that interact with the Mechanism. • Establish and oversee processes to ensure safety and security of the information and evidence collected by the Mechanism.

Competencies

PROFESSIONALISM: Knowledge of the substantive field of work in general and of specific areas being supervised. Demonstrates the ability to produce, and supervise the production of, outputs on technical issues within the scope of the Mechanism’s mandate. Shows ability to apply UN rules, regulations, policies and guidelines in work situations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. PLANNING & ORGANIZING: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. LEADERSHIP: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. JUDGEMENT/DECISION-MAKING: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education

Advanced University Degree (Master’s degree or equivalent) in law is required. A first level university degree in law in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Job - Specific Qualification

Not available.

Work Experience

A minimum of 15 years of progressively responsible work experience in criminal justice is required, with extensive experience in conducting and leading criminal investigations or prosecutions of international crimes and/or criminal judicial or other accountability proceedings. Experience engaging with Member States and other key stakeholders as well as in building partnerships at the international level is required. Proven track record of excellent management, including results-based management and experience managing staff, budgets and planning, is required. Expertise in the areas of sexual and gender-based crimes and justice for children is desirable. Experience in collecting and/or sharing of information on complex international crimes in the context of judicial proceedings is desirable. Expertise with international criminal law and international human rights law is desirable. Experience implementing policies, procedures and strategies of the United Nations or similar organizations, including the commitment to the goal of gender balance in staffing operations is desirable.

Languages

Assessment

Evaluation of qualified candidates may include an assessment exercise which will be followed by competency-based interview

Special Notice

For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 31 January 2026, are strongly encouraged to apply: Un-represented: Andorra, Brunei Darussalam, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Kiribati, Kuwait, Lao People's Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, San Marino, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu. Under-represented: Afghanistan, Angola, Antigua and Barbuda, Belize, China, Cuba, Guinea-Bissau, Indonesia, Israel, Japan, Libya, Liberia, Luxembourg, Monaco, Oman, Paraguay, Saint Lucia, Saint Vincent and the Grenadines, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Turkmenistan, United States of America. The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. An impeccable record for integrity and professional ethical standards is essential. Staff members appointed to the current position are required to submit a financial disclosure statement upon assignment or appointment and annually thereafter. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.