Senior People and Culture Business Partner

• 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 • 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 • 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 • 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 • 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 • 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 Benefits • Unlimited PTO • Access to financial and legal resources • 401(k) • Commuter benefits • Medical, dental, and vision plans • Wellness benefits • Charitble donation match • Annual learning & development stipend • One-time home office stipend

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