Cross-Functional Roles

Cross-functional roles at ACAPS

Purchasing profession

The purchasing profession at the Supervisory Authority of Insurance and Social Welfare (ACAPS) plays a key role in facilitating procurement needs for various teams to help them achieve their objectives.

What does the purchasing profession at ACAPS involve ?

This role is responsible for implementing ACAPS’s procurement policy, focusing on cost optimization and efficiency. As part of a strategic public institution, it requires expertise in procurement management, contract administration, and regulatory compliance.

Main responsibilities and job specifics :

• Implement ACAPS’s strategic procurement guidelines, particularly in terms of equipment and specialization.
• Propose continuous improvements to procurement management procedures.
• Monitor procurement performance indicators, analyze results, and identify areas for improvement.
• Develop standardized documents, such as procurement specifications, contract templates, and supplier catalogs.
• Oversee supplier selection in collaboration with the department head, including proposal analysis, negotiations, and contract awards.
• Negotiate pricing and contractual terms with suppliers and recommend or award contracts.
• Stay updated on professional and regulatory information to ensure compliance with current laws and best practices.

Why work at ACAPS as a purchaser ?

• Direct impact on cost optimization : Purchasing profession at ACAPS streamline resources and enhance procurement efficiency.
• Skills development : This role enhances expertise in negotiation, budget analysis, and contract management, as well as interpersonal skills.
• Challenging professional environment : ACAPS provides a dynamic setting with complex and diverse challenges.

Career growth opportunities 

• Leadership roles : With acquired expertise, purchasing profession can move into management or strategic positions within the support division.
• Continuous training : Access to upskilling programs and specialized training to stay updated on procurement practices and procedures.
• Internal mobility opportunities : ACAPS’s diverse activities allow buyers to explore different procurement-related fields.

Human Resources Officer

The HR Officer role at ACAPS is strategic, acting as both a facilitator and advisor to teams, supporting the organization’s objectives.

What Does the HR Officer Role at ACAPS Involve ?

The HR officer ensures optimal human resources management by implementing development initiatives that support employees’ growth, well-being, and overall performance.

Key responsibilities:

• Maintain and update the job and competency framework in line with organizational changes.
• Identify skills development needs in collaboration with teams and their managers.
• Develop and oversee the annual training plan, based on identified needs and evaluations.
• Partner with external providers to implement training programs.
• Track training performance indicators and generate regular reports.
• Manage employee evaluation processes and follow up on outcomes (e.g., career committees, training plans).
• Provide career guidance and coaching to employees and managers.
• Oversee HR budget planning for training and development.
• Ensure HR processes align with internal policies and regulatory requirements.

Why work at ACAPS as an HR officer ?

• Strategic impact: HR Officers contribute to employee performance and ACAPS’s overall objectives.
• Diverse challenges: The role involves addressing complex HR issues in a dynamic and ethical work environment.
• Skills development: ACAPS offers opportunities to enhance HR expertise and interpersonal competencies.
• Participation in key HR projects: HR Officers shape workforce policies that impact ACAPS’s mission of regulation and social protection.
   

Career growth opportunities

• Access to continuous learning programs, covering personnel management, competency development, and HR tools.
• Opportunities for specialized certifications in :
  • Strategic HR management
  • Occupational competency frameworks
  • International HR standards 
• Develop expertise in :
  • Career management and internal mobility
  • HR budget analysis for optimized resource allocation
  • Training policies and continuous improvement initiatives
• Career progression towards management positions, such as HR Manager, Training Manager, or HR Director.