Org. Setting and Reporting

Human Rights Council Resolution 60/2 established the Independent Investigative Mechanism for Afghanistan (IIMA) 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. Pending final determination of the seat of the Independent Investigative Mechanism for Afghanistan, this position is based in Vienna. The incumbent will be under the overall direction of the Head of the IIMA.

Responsibilities

Within delegated authority, the Chief of Information System Management Section will be responsible for the following duties: 1) Leads and directs a team of professionals in the fields of evidence management, information systems, information security, other digital support by: a) Translating the operational needs of investigators, analysts, lawyers and other stakeholders into coherent strategies, workflows, service models and technological capabilities. b) Defining priorities and establishing workplans, service standards and performance expectations across the units under supervision, ensuring that resources, deliverables and timelines are aligned with investigative, analytical, legal and judicial priorities. c) Overseeing the delivery, maintenance and continuous improvement of information systems and digital expertise service, including the resolution of operational risks, dependencies and service issues affecting investigative, analytical and legal work. d) Removing impediments to timely delivery of service and solutions or guiding the Section to remove those impediments. e) Providing professional leadership, work direction, and mentoring for Section staff within the Unit. f) Participating in recruitment and selection of new staff and in the development of training programs. g) Building a trusting and safe environment where problems can be raised without fear of blame, retribution, or being judged, with an emphasis on collaborative and respectful problem solving. 2) Designs, implements and enforces the IIMA's Information Governance policies by: a) Ensuring the confidentiality, integrity, availability, value, and security of information and evidence assets throughout the IIMA's lifecycle. Overseeing the establishment of an information governance strategy that conforms to international standards. b) Defining a process that ensures all information and evidence assets are efficiently and accurately collected, transferred, classified, validated, protected and retained in line with confidentiality frameworks and international evidentiary standards, as well as applicable domestic legal requirements. c) Working with cross-functional teams, both external and internal, to identify and implement risk-reducing opportunities for data, evidence, and information acquisition. d) Ensuring compliance with information governance, and cyber security policies by all IIMA staff, at all levels, and for all entities that interface with the IIMA. e) Communicating and promoting the values and priorities of information governance to leadership as well as internal and external partners. f) Establishing, managing and reporting the budget for IIMA dedicated information systems. 3) Leads the IIMA's strategy to technology and innovation by: a) Defining the digital support strategy for the IIMA combining the needs of investigators, analysts, information security, evidence handlers, lawyers conforming to international evidentiary standards, as well as applicable domestic legal requirements. b) In coordination with the project management framework, planning and directing all major information technology projects within the IIMA, overseeing progress of the design, installation and commissioning of the systems. c) Leading technological changes across the IIMA, and directing change management procedures within the project management framework. d) Engaging key external stakeholders and partners across academia, civil society, private sector, public sector and international organizations, forming partnerships where appropriate, to enhance the IIMA's investigative and analytical capacity and to increase operational efficiency. e) Keeping abreast of developments in investigation technology including digital forensics, conflict and crime data analysis, artificial intelligence, and e-discovery fields, and assessing the need for further evaluation of new products and technologies. f) Coordinating needs assessments for information systems, overseeing the drafting of technical specifications for procurement of services, evaluating cost-benefit analysis, assessing technical evaluation of bids received; establishing benchmarks, and coordinating with UN information technology and procurement sections.

Competencies

PROFESSIONALISM: Knowledge of the application of technology in international investigative contexts including the identification, collection, preservation, analysis, and secure sharing of large volumes of sensitive information and evidence in accordance with internationally recognized evidentiary and data protection standards. Knowledge of the law of evidence and criminal procedure, in common or civil law traditions, and their application to information, evidence, and data protection standards. Ability to anticipate the future needs of a growing organization, while reconciling them with the needs of the present. Ability to translate technology concepts into language and ideas easily understood by others. Ability to delegate and act independently and promptly to resolve issues. Excellent analytical capacity. 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. 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. PLANNING AND 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. TEAMWORK: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. MANAGING PERFORMANCE: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly. 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 or equivalent degree) in law, human rights, criminal justice, information systems management, database administration, computer science, business administration, or a related area. A first level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of ten years of progressively responsible work experience in law, investigations, or technology is required. Experience with innovative or emerging techniques in closed and open source investigation, data protection, information security, evidence acquisition and eDiscovery is required. Experience conducting technology needs assessments, prioritization of product backlogs, evaluating and procuring software is desirable. Experience creating and managing team of investigation technology professionals within a startup context—including familiarity with conflict resolution amidst a creative environment is desirable. Experience forging partnerships and collaboratively working with the private sector, government agencies, civil society, and constituents, to address complex challenges is desirable.

Languages

Language	Reading	Writing	Listening	Speaking
English	UN Level III	UN Level III	UN Level III	UN Level III

Assessment

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

Special Notice

Extension of the appointment is subject to the continuation of the mandate and/or the availability of funds.

If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.
While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post.
Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.
This temporary job opening may be limited to "internal candidates," who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.
Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. 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. 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. The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. 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.

SENIOR INFORMATION MANAGEMENT OFFICER (Temporary Job Opening)