Senior People and Culture Business Partner

In the time it takes you to read this job description, RapidSOS will have handled ~1,380 emergencies. At RapidSOS, we are committed to using technology to build a safer, stronger future and working together to save lives. We’re in an exciting phase of growth, welcoming new members from across the globe to our mission-driven, ambitious, and inclusive team. Our work is founded on our values of trust and safety , pioneering , urgency , and purpose over pride , all of which support a company culture where people can innovate, collaborate, grow, and, above all, make an impact. If that sounds like an exciting opportunity, we want to hear from you! RapidSOS is an intelligent safety platform that harnesses artificial and human intelligence to fuse life-saving data from 600M+ connected devices, apps, and sensors from 210+ global technology companies, then delivers it to over 22,000+ public safety agencies in 11 countries. Powered by RapidSOS HARMONY, the industry’s first purpose-built AI for public safety, RapidSOS empowers first responders with real-time intelligence and the situational awareness needed to help protect property and save lives. Learn more at www.RapidSOS.com . What this role is about: Our Canadian operations need a senior, self-directed People & Culture practitioner who can own the function end-to-end. Reporting to the VP People & Culture, you will keep us current with Canadian federal employment legislation, build the systems that make leaders effective, and ensure every stage of the employee life cycle is delivered with care and rigour. You will proactively flag the work that needs doing, sequence it, and deliver it — this is a role for someone who would rather build than be told what to do. RapidSOS is building an AI-native operating model, and the People function is part of that. You will be expected to use AI to extend your reach — and to bring the judgment for where it doesn't belong. What you will do: Proactive ownership of the People agenda Identify the work that needs doing, sequence it, and deliver it — surfacing risks and opportunities before they become problems. Partner with leaders on workforce planning and headcount decisions, anticipating needs as the business grows and evolves. Bring a clear point of view on what good looks like, and the judgment to know when to act and when to escalate Compliance, systems, and the full employee life cycle Act as the in-house expert on Canadian federal employment legislation — including the Canada Labour Code, Canadian Human Rights Act, Employment Equity Act, Pay Equity Act, Accessible Canada Act, and PIPEDA — and translate changes into clear updates to our policies and leader guidance. Hold accountability for the quality of the employee experience from attraction and onboarding through development, performance, mobility, and exit. Put the right People systems, tools, and AI-enabled resources in place so leaders can lead well without needing to ask us how. Employment equity, pay equity, and union relations Chair the Employment Equity Committee and ensure we meet our obligations under the Employment Equity Act, including workforce analysis and annual reporting. Own compliance with our Pay Equity Plan, including the five-year plan review and refresh as required under the Pay Equity Act. Hold accountability for the union relationship as the primary day-to-day point of contact, ensuring consistent application of the collective agreement and constructive working dynamics. Support the bargaining team for collective agreement renegotiations every three years, working alongside legal counsel from preparation through ratification and implementation. Leadership development and culture Design, build, and run leadership development programs that grow capability at every level, and coach senior leaders one-on-one. Design and lead cultural programs that reinforce our values — from recognition through to engagement, inclusion, and DEI initiatives — using engagement data and your own