People & 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 The People & Culture Business Partner (PCBP) is a strategic enabler who helps leaders deliver business results through high‑performing teams, effective leadership, and intelligent people systems. This role connects business priorities to people strategies ensuring profitability, performance, and engagement outcomes are achieved through scalable, data‑driven solutions. As we grow, the PCBP plays a pivotal role in building the leadership capability and cultural consistency that drives our success. They use data and AI to anticipate workforce needs, codify policies into accessible tools, and make it easy for leaders to lead and deliver on organizational priorities. What you’ll do Strategic Partnership & Business Enablement Partner with business leaders to co‑design and enable People & Culture solutions that equip them to deliver on strategic priorities and achieve results. Use data, analytics and insights to anticipate workforce trends, identify risks, and inform leadership decisions. Equip leaders with the frameworks, tools, and confidence to manage their teams effectively and deliver on business objectives. Provide commercially grounded, objective advice to challenge assumptions and drive performance outcomes. Leadership Capability & Culture Embed leadership competencies that build accountability, clarity, and collaboration across teams. Coach and equip leaders to effectively manage performance, development, and engagement. Reinforce cultural consistency and alignment with our values through leadership behavior and decision‑making. Champion a culture of trust, transparency, and continuous improvement. Performance, Talent & Development Lead performance, succession, and talent processes, ensuring strong leadership pipelines and growth pathways. Partner with leaders to identify and address capability gaps. Use feedback and development tools to measure leadership effectiveness and learning impact. Organization Design & Change Partner with leaders to design structures that enhance efficiency, collaboration, and scalability. Apply change management principles to support successful transitions and adoption of new systems and processes. Use data and feedback loops to continuously improve organizational effectiveness. Employee Relations Manage and advise on complex or high‑risk employee matters with a balanced focus on risk, fairness, and culture. Build leader capability through coaching and practical guidance on managing performance and misconduct. Where applicable, maintain constructive union relationships and ensure consistent application of collective agreements. Capability Building Design and implement scalable People systems and frameworks that make it simple for leaders to act with confidence. Own strategic projects that enhance the People team’s capability set leading to a ‘best‑in‑class’ employee journey. Codify policies and procedures into AI‑enabled platforms that provide instant, reliable guidance for low‑risk queries. Ensure all people practices align with organizational values. What we’re looking for in our ideal candidate 7+ years of demonstrated experience as an HR Business Partner (HRBP): proven track record in a senior HRBP role supporting a significant business unit or function. Employee Relations Leadership: proven experience operating in a unionized environment, with the ability to interpret and apply collective agreements and employment legislation to help leaders make sound, compliant, and effective business decisions. Policy Design & Implementation: skilled in creating and embedding policies and procedures through collaborative consultation, change management, and communication — ensuring alignment with legislation, culture, and operational needs. Data‑Driven Decision Making: proven ability to leverage HR metrics (e.g., turnover analysis, cost‑of‑hire, internal mobility rate) and apply basic predictive analytics to inform strategic workforce planning. Familiarity with leveraging AI/automation tools for HR process efficiency is a plus. Executive Coaching & Influence: experience coaching senior leaders on talent decisions, conflict resolution, and driving accountability using behavioral evidence rather than just opinion. Organization Design & Transformation: hands‑on experience redesigning organizational structures and leading change management for system implementations or mergers/acquisitions. Performance Management System Ownership: ability to design, roll out, and manage an annual performance cycle that directly links employee performance to business outcomes and succession planning. This is a hybrid role requiring a consistent presence in the office. Candidates must be located within a commutable distance of Greater Sudbury, ON. Success Measures Demonstrated impact on profitability, efficiency, and team performance through People initiatives. Improved leadership confidence and capability (as measured through feedback and business outcomes). Positive employee engagement and retention and enhanced team performance linked to improved leadership and organizational systems. Reduction in low‑level People Ops / Talent queries due to adoption of AI‑enabled policy and advice systems. Increased consistency and speed in leadership decision‑making and solutioning. What we offer The chance to work with a passionate team on solving one of the largest challenges globally. Competitive salary and benefits and equity participation. A dynamic, flexible and fun start‑up work environment with a highly talented team. Starting pay for a successful applicant will depend on a variety of job‑related factors, which may include experience, relevant skills, training, education, location, business needs, or market demands. The salary range for this role is $100,000 – $115,000 CAD. This role will also be eligible to receive equity options. RapidSOS is proud to be an equal opportunity workplace. 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. If you’re curious to learn more about RapidSOS, you can check out https://rapidsos.com/blog/. Interested in the role but you don’t meet 100% of the requirements? We’d love to hear from you We encourage you to apply; we’d be excited to see if your unique skill set and experience could be a match. Voluntary Self‑Identification of Disability We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp. How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. 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