Associate Vice President - Human Resources; North America

Position: Associate Vice President - Human Resources (North America)
TYLin  is a globally recognized, full-service infrastructure consulting firm committed to providing innovative, cost-effective, constructible designs for the global infrastructure market. With over 3,000 employees throughout the Americas, Asia, and Europe, the firm provides support on projects of varying size and complexity. Together, we enhance conventional designs with smarter, more resilient systems. We provide people with better mobility. We steward precious resources by finding more sustainable solutions.

Job Summary
The Associate Vice President, Human Resources (AVP HR) is a senior HR leader responsible for shaping and driving the North America people strategy across multiple Sectors and geographies. Reporting to the Vice President, HR North America, the AVP HR leads a portfolio of HR Practitioners and serves as a strategic advisor to senior business leadership on organizational effectiveness, talent, culture, and workforce risk.

The AVP HR ensures consistent execution of enterprise and regional people programs, enables business growth through proactive workforce planning, strengthens leader capability, and drives an integrated employee experience across the full lifecycle. The role balances strategic leadership with strong operational rigor, ensuring compliance, governance, and measurable outcomes aligned with the company’s vision, values, and growth objectives.

Responsibilities & Qualifications

KEY RESPONSIBILITIES
1) Executive HR Leadership & Strategic Partnership

Serve as a trusted HR advisor to Sector and Regional executives, aligning people strategy with business and financial priorities.

Translate enterprise and North America HR strategy into coordinated Sector execution plans, ensuring consistent standards and outcomes.

Partner with the VP, HR North America to set priorities, manage workforce risk, and deliver measurable improvements in engagement, retention, and performance.

Influence executive decision-making on organizational design, operating model evolution, and leadership effectiveness.

2) Workforce Strategy, Planning & Organizational Effectiveness

Lead forward-looking workforce planning across the portfolio (capacity, capability, succession, and critical role coverage).

Sponsor organizational design and job architecture initiatives to ensure scalable structures aligned to growth and delivery requirements.

Use people analytics to identify trends and risks (turnover, talent gaps, performance distribution), and guide mitigation plans with business leaders.

Provide governance and oversight for workforce actions across Sectors (reorganizations, restructures, redeployments), ensuring fairness and consistency.

3) Talent, Leadership Development & Succession

Drive a disciplined approach to talent reviews, succession planning, and development of high potential and critical talent.

Champion leadership capability-building across Sectors (coaching expectations, manager effectiveness, performance leadership).

Partner with COEs (Talent Acquisition, Learning & Development, Total Rewards) to ensure sector needs are met and initiatives land effectively at scale.

Promote internal mobility and career pathways across Sectors to strengthen retention and reduce external hiring dependency.

4) Employee Relations, Culture & Risk Management

Provide executive-level oversight of complex and sensitive employee relations matters; ensure appropriate escalation, consistency, and risk controls.

Coach senior leaders on ER strategy, progressive discipline, investigations, and decision-making aligned with policy and legal requirements.

Reinforce a high-performance, values-based culture with clear expectations, consistent accountability, and strong employee experience practices.

Ensure compliance with employment legislation and best practices across U.S. and Canadian jurisdictions; partner with Legal as required.

5) HR Operations & Program Governance

Ensure consistent, high-quality delivery of HR programs across the employee lifecycle—from onboarding through transitions—across the portfolio.

Oversee annual people cycles across Sectors (performance management, compensation planning, talent calibration, workforce planning).

Establish…