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 VP HR North America serves as a strategic partner to the CPO and GI Operational Leadership team, developing and executing People strategies that drive business results. The successful candidate will help shape organizational culture, foster collaboration between the Brands, drive talent management initiatives, and build scalable HR processes that support business growth in alignment with the path to 2030. The VP HR will be a change agent, championing company values while navigating complex organizational challenges.

Responsibilities & Qualifications

Enterprise HR Strategy & Leadership

• Serve as the senior HR leader for North America, setting and executing people strategies that support GI’s business priorities and Path to 2030 across TYLin, Introba, and Landrum & Brown.
• Act as a trusted advisor to the CPO, regional leadership, and Brand Presidents on organizational design, workforce strategy, culture, and change management.
• Translate enterprise People strategy into actionable regional and brand-aligned plans, ensuring consistency, scalability, and measurable impact.
• Lead and influence complex change initiatives including growth, integration, operating model evolution, and culture alignment across the Brands.

Strategic Business Partnership

• Partner with North America operational and functional leaders to anticipate workforce needs and proactively address talent, capability, and organizational risks.
• Balance enterprise standards with brand-specific needs, enabling effective collaboration while respecting unique market, client, and cultural considerations.
• Provide thought leadership and counsel on leadership effectiveness, succession risk, and organizational health.

Culture, Employee Relations & Risk Management

• Champion GI’s vision, purpose, values, and ethical standards, fostering an inclusive, high-performance culture across all Brands.
• Provide executive oversight of employee relations strategy, ensuring consistent, fair, and legally compliant practices across U.S. and Canada.
• Advise senior leaders on complex employee relations, investigations, and risk matters; partner with Legal and Compliance as needed.
• Ensure a strong employee experience that drives engagement, retention, and employer brand reputation.

Talent Management & Workforce Planning

• Lead regional workforce planning, succession management, and talent strategies to ensure bench strength for critical roles across the Brands.
• Oversee leadership development, performance management, and internal mobility programs in partnership with COEs.
• Sponsor job architecture, job leveling, and workforce design initiatives to enable scalable growth and organizational clarity.
• Use data and insights to assess talent health, predict future needs, and inform strategic decision-making.

HR Operations, Governance & Program Excellence

• Ensure effective delivery of HR programs and services across the full employee lifecycle, with a focus on consistency, quality, and efficiency.
• Partner with HR COEs to drive successful execution of enterprise initiatives including compensation, performance cycles, talent reviews, and engagement efforts.
• Leverage analytics to monitor workforce trends, program effectiveness, and compliance, driving continuous improvement.
• Ensure adherence to employment laws and regulations across U.S. and Canada; support additional geographies as required.

HR Organization & Team Leadership

• Lead, develop, and inspire a high-performing North America HR leadership team, including Directors, HR Business Partners, and functional leaders.
• Establish clear expectations, accountability, and development pathways for HR leaders and teams.
• Foster a collaborative, enterprise-minded HR culture that models partnership, agility, and operational excellence.
• Act as a role model for inclusive leadership, integrity, and GI values.

 

Additional Information

#LI-Hybrid #LI-DNP

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.