Supplier Quality Engineer in Pune, भारत

Job Summary

Assume functional responsibility for Supplier Quality Engineer with the ultimate goal to realize successful execution and deployment of AGCO’s supplier quality initiatives that drive process management including lean / 6 sigma, quality, cost, integration of suppliers, and information management with a World Class supply base. To enable the full quality capabilities and measures of AGCO incumbent suppliers as well as any emerging suppliers that can significantly contribute to AGCO’s strategic performance goals.  The candidate will be responsible for supporting all key aspects of supplier development and performance management regarding quality metrics and criteria inclusive of all dimensions of Suppliers performance in delivery quality.

The Supplier Quality Engineer will lead the quality development and management of the AGCO supply base for the designated Suppliers, Commodities and Region, through advanced techniques such as advance process management and lean / 6 sigma practices.  This also includes the execution of AGCO’s supplier performance system (ie. APEX), preparing and validating supplier and user information, creating supplier performance scorecards and reports, interpreting data / results and communicating supplier performance to senior management and supply chain commodity teams, working with key cross-functional stakeholders to mitigate risks, and ensuring effective implementation of systems, tools and methods.  The role must be a team-player and interface effectively with all levels of personnel and supplier management teams. The position must effectively and efficiently collaborate globally with Regional Supplier Quality teams, Global Purchasing, Local Purchasing, BCC Office and many additional functions that will depend on the World Class Supply base driven by the Supplier Quality Engineer to attain the necessary quality and performance levels that fulfill AGCO’s “Farmer First” vision.

The Supplier Quality Engineer requires a strong understanding and engagement with all AGCO (manufacturing sites, regions, business functions, roles, and responsibilities) to be able to operate effectively across functions, countries, and brands. The incumbent is expected to have experience in supplier development and supplier performance management, as well as excellent analytical skills to be able to understand the requirements and specifications for AGCO product. Furthermore, a strong project management capability in combination with entrepreneurial spirit is favored. This goes hand in hand with comprehensive tactical and operational supplier development expertise with robust manufacturing and lean-manufacturing experience, preferably in a multinational environment. The incumbent is willing and able to bring up topics proactively and resolve them with a limited amount of direction and leadership.

Job Responsibilities

Primary responsibilities & accountabilities (not all inclusive) are listed as follows:

• Functional SQE for Globally based AGCO Factories for remote scope activities and strategies to align with the local sites SQ initiatives.
• Primary focus will be on total PPAP ownership of designated components / parts for the regional / local projects and factories
• Achievement of all defined KPI targets for the Supplier Quality process that impact machine quality internally within the manufacturing plants and machine reliability externally.
• Implementation compliance of all suppliers to actively use the AGCO systems, tools, and supplier quality processes consistently
• Continuous coaching & training to all suppliers to improve their performance by analyzing and actioning feedback received from AGCO
• Collaborate with regional / manufacturing site based SQE personnel to assist in the resolution of Supplier Quality issues related to parts and/or components found to be non-compliant with agreed upon quality or design standards
• Work with regional / manufacturing site SQE personnel to resolve supplier performance issues that originate from the supplier quality area of the machine lifecycle to ensure root cause issues are resolved going forward.
• Work with global Purchasing team to ensure Company standards for quality are included in the supplier selection and maintenance process (supplier qualification, PPAP, ISIR, etc.).
• NPI and Resourcing - Part development
  • Drive systematic APQP to meet project timeline and (AMPIP) PPAP requirements
  • Help supplier to exceed "Fit, Form, Function" as well as reliability requirements while working with AGCO purchasing, manufacturing, and engineering teams
• Supplier Quality Management & Supplier Process improvement
  • Continuously monitor and improve supplier quality performance (NCR, PPM, RFT)
  • Champion problem solving and root cause analysis activities with suppliers to avoid repeat failures
  • Drive "Zero" defect approach within supply base and strive to exceed "Zero PPM" quality level

People Management (Total Span of Control)

People Management (Total Span of Control) Guidance notes.

*Accountable for managing people, setting direction and deploying resources; is responsible for performance evaluations pay reviews, and hire/fire decisions. Accountable for business functional or operational areas, processes or programs.

Please note that selecting the "Direct" option below, you are confirming this role has direct People Management responsibilities. Based on this confirmation, the following job responsibility is included as part of the overall job description and will be a required annual performance goal for holder:

"Effectively manage the work and development of your direct reports by conducting (at a minimum) an annual performance evaluation for each direct report by annual due date; ensure each report has performance goals identified and entered by annual due date; a successor for each direct report has been identified; all reports have an updated Employee profile; and a minimum of one professional development discussion is held annually with development goals documented accordingly."

Number of Reports (0)

People Management Scope of Impact

People Management Scope of Impact:  Guidance notes.

What area(s) does this job impact and how? What is the scope and responsibility for this job? Does the job holder impact decisions? If so, does the job holder have the authority to make decisions or do they have an indirect impact on decisions? Does the job holder have an impact on end results? If so, are the end results related to the area, sub-function or across the business?

None

Definitions:

• Area/Department: The position's direct reports Influence or impact is in a specific area/department of the organization.
• Local: The position's direct report's majority of responsibility, influence and impact is based at a specific site/plant, country or neighboring country. The end results impact the site/plant, country.
• Regional: The position has direct reports in multi-function operations across an entire region or has operations in several countries or different continents. The impact of their decisions and/or end results effects the entire region.
• Global: The position's direct reports have significant operations (majority of functions represented) on 3 regions. Expenses roll into a global business unit or they may be charged back to administered by corporate. Does not include annual quarterly financial roll-up. The impact of their decisions and/ or end results effects the entire organization globally.

Project Management

*Primary job focus and project must last more than one year. (Guidance notes)

Only include if the role is concentrated around managing projects and the performance of the job holder is measured by the achievement of project milestones. This covers roles that provide organization-wide functional leadership not necessarily through direct reports, but through dotted-line reports. Dotted-line reporting can be assessed through the factors such as frequency and nature of the communication, the coordination processes and area of influence.

None

Project Management Scope of Impact

Select one from the list below with a short explanation to support selection.

None

Process Management –Scope of Impact

Guidance notes. This is typically for individual contributors who provide technical leadership and apply business skills to establish and drive business processes. Responsible for specific, established ongoing process and may set the process direction and strategy. Participates in all aspects of planning and developing process improvements, governs the process and holds others accountable to follow the process. The results of the process will be determined by the performance of the job holder.

Select one from the list below with a short explanation to support selection.

Global:  To optimize regional suppliers deploying Global Systems, engagement with all delivered AGCO locations with Suppliers within the defined sourcing countries / region.  For clarity, the defined supply base supports AGCO at all Global Locations and Brands.

Area/Department: The process is established and followed as a standard at the area/department level.

Local: The process is established and followed at a specific site/plant, country or neighboring country. The process impact the site/plant, country.

Regional: The process is established and followed by all sites/plants, countries within the region. The process impacts the entire region.

Global: The process is established as the standard process and followed by all regions. The process impacts the organization globally.

Budget P&L Responsibility

Select one from the list below.

None

Strategic Impact or Contribution Level

Guidance notes. This relates to the position's accountability for establishing the strategic vision for the organization, or a part of the organization, and to motivate and persuade others to follow the strategy. The success or lack of success of the strategy sits with the position.

Regional

Definitions:

• Input: Contributes to establishing the strategy and driving the strategy.
• Area: Establishes and is fully accountable for the strategy at the area, department, site, or country level.
• Regional: Establishes and is fully accountable for the strategy for a region.
• Sub-Function: Establishes and is fully accountable for the strategy for a sub-function/sub-family but not the overall function/job family.
• Function: Establishes and is fully accountable for the strategy for a sub-function/sub-family but not the overall function/job family.
• AGCO: Establishes and is fully accountable for the strategy of AGCO.

Problem Solving Skills

Guidance notes. This relates to the process of working through details of a problem to reach a solution. Problem solving may include mathematical or systematic operations and can be a gauge of an individual's critical thinking skills. What type of problems does the position resolve? What level of mental skills are required to perform the job? Are the problems routine and recurring, are problems standardized and resolved through clearly defined policies and procedures, or does resolution require analytical thought utilizing multiply sources of data/input? Does the type of problem solving require abstract thought to evaluate, analyze and recommend alternative solutions?

Moderate/reasonable

Definitions:

• Routine/Customary for the position: Requires the ability to make judgements based on practice and previous experience. Requires the ability to assess the validity and applicability of previous or similar experiences and evaluate options under circumstances that are not covered by procedures
• Moderate/reasonable: Requires good analytical skills as well as evaluative judgement based on the analysis of factual and qualitative information in complicated or novel situations. Multiple sources of information refer to a diverse range of internal and external sources such as procedures and practices in other areas, team, companies etc. The ability to filter, prioritize, analyze and validate potentially complex and dynamic material.
• Complex/Advanced: Requires a wide range of activities that require complex judgements and solutions based on sophisticated analytical thought comparing and selecting complex alternatives. In-depth analysis with interpretive thinking will be required to define problems and develop innovative solutions. Extensive research may be required.
• Critical: Requires a wide range of diverse activities that require strategic vision and analysis.

Key Performance Indicators

• PPAP Completion % / Rate
• PPM (Parts Per Million)
• RFT % (Right First Time) / PPAP

Travel Required

Yes/No (Yes)

% of Time 5%

M inimum Qualifications

Minimum Level of Education Required for Position

List required and desired qualifications (*desired only if applicable)

Description

Specific Training or Certification Required

Guidance notes. *This includes roles that require a specialized field of knowledge, roles that require knowledge of processes, principles or procedures essential to fulfill the job, and roles that have acquired knowledge about the job and tasks, through specialized education. Examples: A specific degree field or a special degree obtained in order to perform the job. Examples: SAP or certification obtained in order to perform job.

Description

Core Competencies for role

A minimum of eight years’ experience in quality management in a manufacturing environment

4 years’ experience in Durable Goods, Heavy Equipment and / or Agriculture industry

Experience in a Multi-Cultural enterprise

Ideally 2-4 Years in a Supply Chain role

Mastery over quality control & problem-solving techniques

Must have advanced English written / oral communication skills

Experience working with suppliers, leading supply chain quality improvement efforts

Must have technical experience with one of the many industrial commodities & manufacturing processes

Experience in successfully interfacing within a Global enterprise across multiple support sites and functions

Strong presentation competency

Strong business acumen

Ability to drive change and compliance to a standard process across a functional team