Job Description
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 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.
What we’re looking for in our ideal candidate:
Experience
- 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.
- Experience operating in a unionized environment, including interpreting and applying collective agreements and participating in collective bargaining.
- 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.
Education and credentials
- Bachelor’s degree in Business, Human Resources, or a related field, or equivalent demonstrated experience.
- CHRP, CHRL, or equivalent HR designation is an asset.
How you work
- You share our belief that people are our most important asset, and you operate that way too. You act with urgency on what matters most, deliver on what you commit to, share information openly, and use good judgment to move work forward without waiting to be told.
- Comfortable giving direct, kind feedback — to peers, leaders, and the people you support. You don’t route around difficult conversations.
- Commercially grounded. You give advice that helps the business succeed, not just advice that is safe.
- Discreet, calm, and credible in sensitive situations.
Location
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.
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
If you’re curious to learn more about RapidSOS, you can check out https://rapidsos.com/blog/
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.
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.
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.
