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Frequent interactions, within AGC, with APU Supervisors, GAP-Leaders & Shopfloor Teams (while coaching the Supervisors), AES Pilots, APU/Plant Managers, AES Pilots, Transformation Leaders? This function reports to the Head of AES and has no direct report(s).
Why has AGC created this position?
• This position aims at strengthening AES by accelerating progress on the weakest dimensions of the AES Maturity Index (AMI), starting with the “Management” pillar (management routines, supervisor development, autonomy, problem-solving) and evolving over time.
• The role provides dedicated coaching, auditing, reporting, and best practice sharing, and supports the Head of AES by taking ownership of field deployment and follow-up activities, freeing up strategic bandwidth.
What are the 5 activities on which the person must spend most of their time on?
• (40%) Conduct targeted and intensive coaching in Critical APUs: Provide deep daily coaching support to selected APUs with the lowest AMI scores (eg AMI Top 10), focusing on hands-on support to develop supervisors, GAP leaders, and APU managers. The goal is to activate leadership routines, problem-solving, and ownership of daily performance..
• (20%) Perform and follow-up on AMI Audits: Lead formal AMI assessments for selected European APUs. Ensure audit insights translate into coaching plans, action ownership (KAPs, Epics), and visible behavior change in the field
• (20%) Lead coaching on common weaknesses across AAEU: Deploy structured coaching and training initiatives (Dojo, workshops, coaching…) on the most fragile AMI pillars at the European level, starting with “Management”, and evolving based on maturity trends.
• (10%) Track and report Maturity Progress and KPIs: Consolidate AMI-related data, structure reports and dashboards, and provide clear visibility to the Head of AES and site leaders on maturity evolution.
• (10%) Foster best practice sharing across sites: Identify proven routines and coaching techniques from the field and support their replication across plants. Encourage peer-to-peer learning between APU teams and support community-building among AES practitioners.
What are the 3 essential outputs of this position?
• Visible improvement in AMI scores, especially in the weakest APUs and pillars (starting with “Management”).
• Clear, aligned, visible action plans and statuses following AMI audits, integrated with existing governance tools (KAPs, Target Chart, Epics).
• Coaching and training materials created or adapted to address critical AMI gaps—supporting a shift in mindset and daily leadership culture across the shopfloor and APU levels
How to measure success in the position?
• Measurable improvement in AMI scores and routines in targeted APUs and weak pillars
• Action plans effectively tracked, executed, and aligned with existing site and divisional activities (KAPs, epics, target charts…)
• Positive shift in leadership mindset and coaching culture, evidenced by feedback and adoption of materials across sites
Are you the perfect match ?
Required knowledge and expertise:
• Extensive experience within AGC, with a background in operations (e.g., Tempered, Laminated, AVO).
• Fluency in the local language and English. Other European languages are an asset.
• Strong understanding of AES (AGC Excellence System) principles and tools.
Skills & Competencies:
• Passion for achieving excellence and driving organizational transformation.
• Strong interpersonal and coaching skills to build trust and engagement with supervisors and teams.
• Problem-solving mindset with the ability to foster a culture of continuous improvement.
• Ability to work independently and collaboratively with plant managers and leadership teams.
Others:
• Willingness to travel (up to 30%)
What do we offer
We offer professional development and growth opportunities, including training programs and skill enhancement within an inclusive and supportive work environment.
Joining our team means becoming part of a dynamic and inclusive work environment that values diversity, equity, and inclusion. We prioritize collaboration, innovation, and mutual respect, fostering a culture where every voice is heard and valued.
We aim to demonstrate our dedication to providing a supportive, rewarding, and inclusive work environment where every individual has the opportunity to thrive and contribute to our collective success.
Curious to know more
about your future site ?
We are looking for an internal talent based either in Chuderice or Tatabanya but with an European role.
