Senior People and Culture Business Partner In the time it takes you to read this , 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. trust and safety , purpose over pride , all of which support a company culture where people can innovate, collaborate, grow, and, above all, make an impact. 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. 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.

RapidSOS is building an AI‑native operating model, and the People function is part of that. 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.

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.



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. 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 observation to keep a finger on the cultural pulse. Own the annual performance cycle and succession reviews, ensuring strong leadership pipelines and clear growth pathways. Execute the annual compensation cycle locally with support from People & Culture colleagues across the wider business, equipping leaders with the guidance and frameworks they need to make sound pay decisions.

Case management and organization design Lead complex case management end‑to‑end: workplace investigations, accommodation plans, workplace violence and harassment investigations under Part II of the Canada Labour Code, disability management and return‑to‑work, and absenteeism and attendance management. Coach leaders through their role in cases, building their capability to manage performance and conduct concerns early and well.



Partner with leaders on organization design and change, supporting transitions, system implementations, and integration work. 7+ years (or equivalent demonstrated experience) in a senior HR Business Partner role, ideally supporting a global technology business.

Track record of working autonomously and owning the People agenda for a site, region, or business unit — proactively identifying priorities and delivering them without day‑to‑day direction. Strong working knowledge of Canadian federal employment legislation, with a habit of staying current. Familiarity with Employment Equity Act and Pay Equity Act obligations, including workforce analysis, equity reporting, and pay equity plan maintenance.

Hands‑on case management experience: workplace investigations, accommodation plans, workplace violence and harassment investigations, disability management and return‑to‑work, and absenteeism management.

Experience designing and delivering leadership development and cultural programs end‑to‑end. Comfort using HR data and AI or automation tools to drive efficiency and insight. Bachelor’s degree in Business, Human Resources, or a related field, or equivalent demonstrated experience.

CHRP, CHRL, or equivalent HR designation is an asset. You share our belief that people are our most important asset, and you operate that way too. You give advice that helps the business succeed, not just advice that is safe.

This is a hybrid role requiring a presence in our Greater Sudbury, ON office. Candidates must be located within a commutable distance and willing to travel for one week per month. Competitive salary and benefits and equity participation A agile, flexible and fun start‑up work environment with a highly talented team We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, or Veteran status. #

📌 Senior Business Partner, Implementation (Toronto)
🏢 RapidSOS
📍 Toronto