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 SummaryThe 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 and monitor service delivery standards, process controls, and governance to ensure a predictable, scalable HR experience.
Drive continuous improvement through metrics, feedback loops, and standardization across Sectors while allowing thoughtful local adaptation.
6) Change Leadership & Transformation
Lead and sponsor people-related change efforts (growth integration, restructuring, policy changes, systems adoption, new ways of working).
Build change capability in HR leaders and business managers; ensure communications and adoption plans are robust and well-executed.
Partner with HR Operations/HRIS teams to improve data integrity, reporting, and adoption of systems (Workday preferred).
7) Team Leadership & Capability Building
Lead, mentor, and develop a team of HR Directors and senior HR leaders; build a strong pipeline of HR leadership talent.
Set expectations for strategic partnership, operational excellence, and consistent HR practice across the portfolio.
Foster collaboration across HR (COEs and HRBPs) and across business Sectors, modeling enterprise-first mindset and accountability.
Build a culture of coaching, proactive problem-solving, and strong client service within the HR leadership team.
QUALIFICATIONS
Required
Bachelor’s degree in Human Resources, Business Administration, or related field.
15+ years of progressive HR experience with significant experience as a senior HR Business Partner/HR leader in a complex organization.
7+ years of people leadership experience, including leading HR leaders (e.g., Directors/Managers) in a multi-site, matrixed environment.
Demonstrated success partnering with senior executives to drive workforce strategy, talent outcomes, and organizational change.
Deep expertise in employee relations, performance management, leader coaching, and workforce risk management.
Strong business acumen and ability to connect people decisions to operational delivery, growth goals, and financial outcomes.
Working knowledge of employment law and compliance requirements across U.S. and Canada.
Proficiency with HRIS systems and analytics (Workday preferred), and comfort using insights to guide decisions.
Preferred
Master’s degree and/or HR certification (SPHR, SHRM-SCP, CHRL/CHRP or equivalent).
Experience in A/E/C, engineering consulting, professional services, or project-based environments.
Experience supporting growth initiatives such as M&A integration, rapid scaling, or significant organizational transformation.
Key Competencies
Executive presence and ability to influence at senior leadership levels
Strategic thinking with strong operational discipline and follow-through
Sound judgment, discretion, and integrity in sensitive situations
Strong coaching capability and ability to elevate leader effectiveness
Data-informed decision-making and comfort with ambiguity
Collaborative, enterprise-first leadership style
Working Conditions / Travel
Travel across North America to support Sector leaders and HR teams, attend key planning sessions, and build relationships with distributed teams (frequency based on business needs).
#LI-Hybrid #LI-DNP
TYLin is committed to pay equity. As part of that commitment, we have provided the base compensation range of $168,000- $252,000 annually for this position and local market. We recognize that each candidate brings a unique set of skills, experience, education and competencies to the table that will be reflected in our offer.
TYLin is committed to employment equity and providing accessible employment practices that are in compliance with the Accessibility for Ontarians with Disabilities Act (‘AODA’). If you require accommodation for a disability during any stage of the recruitment process, please notify Human Resources at [email protected]. The company and its employees are required to comply with all local health authority, legal or lawful client requirements.
TYLin offers a comprehensive total rewards package. Our benefits may include extensive medical, disability and life insurance coverage, continuing education benefits, paid time off, employee assistance program and a retirement savings plan with company matching contributions.
We encourage all candidates to explore our total rewards offering.
Collaboration, mission-driven focus, discipline, and leadership skills developed through military service benefit us all. Whether you are a Veteran, Guardsman or Reservist, a Military Spouse or you are planning to transition to civilian life in the near future, we welcome and value your application.
TYLin is an equal opportunity employer, and we prohibit discrimination and harassment of any type as protected by federal, provincial, state or local laws. We celebrate diversity and are committed to creating an inclusive environment for all employees. The company and its employees are required to comply with all local health authority, legal or lawful client requirements.
