Head of Unit – Operational Centre

Europol; Den Haag; On-site; EUR 121,000 - 127,000; Full time

Job summary

Europol in The Hague, Netherlands, seeks a Head of Unit for the Operational Centre to lead 24/7 information exchange, crisis response and operational support across multiple departments. The role requires coordinating with Heads of Teams and external counterparts to enhance cooperation with EU member states and third countries.

The incumbent will manage staff, policies and resources, drive performance, and ensure data protection while promoting teamwork and inclusion.

Qualifications

• Experience leading or coordinating law enforcement operations.
• Experience in liaison, coordination and cooperation with internal and external stakeholders regarding operational activities, information exchange and data-sharing processes.
• Experience in managing staff of at least 5 years; experience in administration, finances and planning at management level.
• Ability to set and revise objectives for the unit within the EU agency's strategic framework; monitor progress and empower staff.

Responsibilities

• Set vision, goals and objectives for the Unit in alignment with Europol’s strategy.
• Develop and implement policies and procedures to ensure seamless operations and compliance with fundamental rights.
• Manage the delivery of Europol's products and services and ensure quality and timeliness.
• Lead staff, monitor KPIs and provide coaching to grow capabilities.
• Ensure optimal use of financial and human resources and identify and mitigate risks.
• Represent the Unit in external and cross-departmental engagements and negotiations.

Skills

Team leadership

Data management

Stakeholder liaison

Staff management

Budget & planning

Staff development

Education

University degree

Job description

Organisational Context

The post of Head of Unit – Operational Centre is located in the Operational and Analysis Centre (OAC), Operations Directorate. The Operations Directorate hosts the following distinct Departments: Operational and Analysis Centre, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, European Financial and Economic Crime Centre and European Centre Against Migrant Smuggling. The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States in preventing and combating serious and organised crime, as well as terrorism affecting the Member States (MS). This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the Member States. Europol delivers a number of products and services to national law enforcement agencies to support them in their fight against international serious and organised crime, as well as terrorism.

The Operational and Analysis Centre delivers support across the Operations Directorate by delivering added value to all Centres, including several functions of operational and strategic nature:

• Information hub and 24/7 Operational support;


• Travel intelligence;


• Integrated Operational Services


• EMPACT support;


• Liaison and Stakeholder coordination;


• Strategic analysis;


• Data analysis Development;


• Analysis Training.

The main tasks of the Operational Centre Unit are:

• Ensures 24/7 availability and monitoring of information exchange;


• Provides operational support to Europol’s Operational Centres (including processing, crosschecking and handling cases);


• Initiates immediate actions and crisis response mechanisms;


• Supports major events and operations;

Purpose of the post:

The Head of the Operational Centre Unit is responsible for the effective discharge of his/her responsibilities under the supervision of the Head of the relevant Department. This includes close contact with Heads of Teams and Specialists/Analysts as well as external counterparts in order to identify opportunities for operational support and to enhance operational cooperation and live information exchange with competent authorities in MS and Third Countries.

Reporting lines:

The incumbent reports to the Head of the Operational and Analysis Centre (OAC) Department. This post might require participation in a shift system including weekends and nights as well as on-call duty.

Functions and duties

• Set vision, goals and objectives for the Unit in alignment with Europol’s organisational strategy and inspire staff;


• Develop and implement policies and procedures to facilitate seamless operations and ensure compliance with relevant legal framework and fundamental rights outlined in the Charter of Fundamental Rights of the European Union;


• Manage the delivery of relevant products and services included in the Europol work programme; ensure the quality and timeliness of the products and services delivered;


• Manage staff within the Unit; establish and monitor the achievement of key performance indicators and identify and address areas for improvement; provide constructive feedback, guide and empower staff in order to grow and develop;


• Ensure the effective management and efficient use of all financial, human and other resources, in support of Europol's program delivery; identify risks and ensure appropriate mitigation;


• Manage conflicts by effectively applying techniques and strategies that identify and address conflicts early and to find satisfactory solutions that promote positive outcomes;


• Ensure that data entrusted to the unit are protected and used in accordance with the relevant Europol regulations;


• Cultivate a culture of teamwork and cooperation with zero tolerance for harassment; put into place effective communication and collaboration between the Unit and other Units/stakeholders inside or outside of Europol;


• Make development opportunities available and ensure staff members have the know-how, resources, environment and support necessary to achieve results in an effective manner;


• Represent the Unit in external and cross-departmental engagements and negotiations and provide advice on matters relating to area of responsibility; deliver presentations and prepare reports;


• Act as role model for the Unit and champion diversity and inclusion matters inside and outside Europol;


• Perform any other duties in the area of competence as assigned by the line management.

Requirements - Eligibility criteria

a. Candidates must

• Be a member of a competent authority within the meaning of the Article 2(a) of the Europol Regulation and enjoy full rights as a citizen of a Member State;


• Have fulfilled any obligations imposed by the applicable laws on military service;


• Produce appropriate character references as to his or her suitability for the performance of the duties;


• Be physically fit to perform the duties pertaining to the post as further specified in Article 13 of the Conditions of Employment of Other Servants of the European Union (CEOS);


• Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.

b. Candidates must have

• A level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is four years or more;

OR

• A level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is three years;

OR

• Professional training of an equivalent level in a relevant area (e.g., Police Officer’s School) and after having completed the training, at least the number of years of relevant professional experience as indicated below:

Duration of professional training Additional professional experience required for equivalency
More than 6 months and up to 1 year - 4 years
More than 1 year and up to 2 years - 3 years
More than 2 years and up to 3 years - 2 years
More than 3 years - 1 year

• In addition to the above at least 12 years of professional work experience gained after the award of the diploma.

Requirements - Selection criteria

a) Professional experience:

Essential:

• Experience in leading or coordinating law enforcement operations, with a strong focus on data handling, data management and operational data processing;


• Experience in leading the planning, coordination, and delivery of law enforcement activities, particularly in relation to data processing, information flows and the handling of operational information;


• Experience in liaison, coordination, and cooperation with internal and external stakeholders regarding operational activities, information exchange, data-sharing processes, and operational collaboration,


• Experience in managing staff of at least 5 years;


• Experience with administration, finances and planning at management level;


• Experience working in a multicultural environment.

Desirable:

• Experience in project and/or change management.

b) Professional knowledge:

Essential:

• Sound knowledge of Europol’s legal framework and the EU internal security architecture, particularly with regard to data management, data processing and operational information exchange;


• Sound knowledge of the EU legal and regulatory framework relevant to law enforcement cooperation and operational activities;


• Knowledge of the implementation and use of innovative and advanced technologies for data management and operational support;


• Knowledge of international law enforcement cooperation frameworks, regulations, procedures, and best practices, including collaboration with national, EU, and international partners.

c) General management skills, including:

Essential:

• The ability to set and revise objectives for the unit within the overall strategic framework and priorities of the Agency;


• The ability to determine and focus on priorities and to monitor and evaluate the progress made towards achieving the Department’s and Units/Team members’ objectives set, in cooperation with managers;


• The ability to organise, assign and manage the Department’s work among the members of the Units/Teams and to set them challenging but realistic objectives;


• The ability to empower members of the Units and Teams while ensuring that they understand what is expected of them and how their work contributes to the unit’s objectives;


• The ability to choose co-workers and to build strong teams with complementary strengths suited to the efficient pursuit of the Department’s objectives;


• The ability to motivate members of the team to achieve the desired results and also to provide regular feedback, acknowledge success and the need for improvement in order to enable them to achieve their objectives and greatest potential;


• The ability to develop and support career development and learning opportunities for the members of the team.

Communication skills

• The ability to communicate clearly and present complex subjects simply, both orally and in writing, including to the members of the team;


• The ability to solicit inputs from and listen to staff, partners, and stakeholders.

Interpersonal skills

• The ability to deal with people effectively, respectfully and courteously;


• The ability to build productive and cooperative working relationships with hierarchy and other units and colleagues.

Negotiation skills

• The ability to steer discussions and generate the best possible results without compromising productive working relationships with the other parties involved.

d) Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, on the start date of the possible contract of employment which may be offered.

5. Selection procedure

The stages to be followed by the AACC shall be as follows:

1) Pre-selection

The Executive Director sets up a Pre-selection Panel composed of at least three members, of a grade and management function equal or superior to that of the function to be filled, consisting of one chair and at least one member from the administration of Europol and one member designated by the Staff Committee. Where there are no TAs within Europol fulfilling the requirement of management function and grade, the AACC may decide to designate officials or TAs from another agency or institution who fulfil that condition.

For restricted posts, the Executive Director shall designate up to two additional members of the Pre-selection Panel if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency or one representative of the Presidency and one representative of another Member State. The Executive Director may invite other persons to the Pre-selection panel as observers.

The minimum pass-mark for being shortlisted, i.e., invited to participate in a pre-selection, is established as 60% of the total maximum score. The Pre-selection panel draws up a shortlist with a maximum of 6 candidates who most correspond to the profile sought. All candidates having a score equal to the 6th highest scoring candidate will be included in the list of shortlisted candidates invited to participate in the pre-selection.

In case of candidates shortlisted for restricted posts (including restricted - Annex II posts), who had indicated membership of a competent authority in one of the Member States, Europol will seek confirmation from the relevant Europol National Unit to ensure that those candidates indeed belong to a competent authority.

The pre-selection shall rely on one or more written and oral test(s).

The Pre-selection Panel establishes the minimum pass-mark for the pre-selection. Only candidates scoring above the pass-mark for the Pre-selection will be invited to take part in an Assessment Centre and interview with an Interview Panel.

The selection criteria, set out in this Vacancy Notice, will be assessed throughout the different stages of the selection procedure. Before the start of the selection procedure, it will be decided which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during written test(s), and/or interview(s) and/or an Assessment Centre.

It is intended for the pre-selection and interviews to be conducted on-site at Europol. Should it be necessary to conduct the pre-selection and/or interviews remotely, either in part or in full, in the interest of the proceedings, the candidates invited to participate in the pre-selection and/or interviews will be informed accordingly.

2) Assessment Centre

All candidates invited to the interviews with the Executive Director shall take part in an Assessment Centre, unless they have already taken part in such an Assessment Centre in the course of the year preceding the Assessment Centre. If a candidate has taken part in an Assessment Centre within this period, Europol may decide to waive the requirement to repeat the assessment.

The Assessment Centre evaluates, through a series of group and individual exercises and activities and in-depth interviews focused on management skills, whether the candidates possess the competencies required. Assessment Centres are conducted by an external provider. The result of the Assessment Centre shall be taken into consideration by the Executive Director.

3) Interview

The candidates scoring above the pass mark in the pre-selection shall be invited to an interview with the Executive Director and two members of a grade and management function equal or superior to that of the function to be filled.

For restricted posts, the Interview Panel shall consist of up to two additional members if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency or one representative of the Presidency and one representative of another Member State.

After all stages of the selection procedure have taken place, the AACC makes a decision of appointment. The AACC retains the discretion to constitute a Reserve List. A Reserve List is valid for 24 months. The list of selection procedures for which reserve lists have been established is accessible on Europol’s website.

Candidates who attend the selection procedure will be informed of the outcome and/or whether they have been placed on the reserve list.

6. Compensation and benefits

• Scale: AD9


• The basic monthly salary is EUR 10,082.77 (step 1) or EUR 10,506.46 (step 2).


• The step in grade is determined on the basis of professional experience gained after the education required for the position and in line with applicable implementing rules.


• Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.

Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and / or education allowance may be granted.

Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.

Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.

Indicative net salary sample calculation AD9/1:

• a) Staff member (single) in receipt of expatriation allowance (16%): EUR 10,048.93


• b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 12,573.89

The above information is indicative and for information purposes only. It is merely meant to give an indication of your possible net salary in light of the currently applicable amounts of the related allowances and the level of taxation. It has no legal value and no rights can be derived from it.

The information is based on figures applicable as of July 2025.

7. Terms and conditions

Contract of employment

• The successful candidate will be recruited in the type of post Head of Unit or equivalent, grade AD9 pursuant to Article 2(f) CEOS and Annex I EUSR.


• The initial contract will be concluded for a period of 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 5 years.


• The overall duration of the contracts on restricted posts of Europol staff members will be taken into account if they are successful in the selection procedure.

Conditions of engagement

• declare any conflict of interest;


• undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on www.europol.europa.eu;


• in case of candidates for restricted posts (including restricted - Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation.

The place of employment will be The Hague, The Netherlands.

For further information on terms and conditions, please consult the EUSR/CEOS available on www.europol.europa.eu.

Probation period

Engagement for this post is subject to the successful completion of a probationary period of 9 months.

Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 of CEOS.

Trial period

All newly appointed heads of unit shall serve a management trial period of nine months as a ‘probationer head of unit’, unless they have already successfully passed such a management trial period in a previous function in the EU institutions as referred to in Article 1(a), paragraph 2, of the EUSR.

This trial period shall provide a formal opportunity to make a definite judgement as to whether the temporary staff has the necessary managerial ability and can remain in this function.

Security screening and certificate of good conduct

• Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment. The certificate of good conduct must be provided to Europol prior to the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide a certificate to Europol.


• The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance may be cause for termination of the employment contract.


• Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a