Senior People and Culture Business Partner

RapidSOS•Toronto, ON

21h•Hybrid

About The Position

RapidSOS is seeking a senior, self-directed People & Culture practitioner to own the function end-to-end for its Canadian operations. This role reports to the VP People & Culture and is responsible for ensuring compliance with Canadian federal employment legislation, building systems to empower leaders, and managing the entire employee lifecycle with care and rigor. The ideal candidate will proactively identify, prioritize, and deliver necessary work, leveraging AI to enhance efficiency while applying sound judgment. This is a role for an individual who prefers to build and innovate rather than follow instructions, aligning with RapidSOS's AI-native operating model.

Requirements

7+ years of experience in a senior HR Business Partner role, preferably supporting a global technology business.
Proven track record of working autonomously and owning the People agenda for a site, region, or business unit.
Strong working knowledge of Canadian federal employment legislation and a habit of staying current.
Experience operating in a unionized environment, including interpreting collective agreements and participating in collective bargaining.
Familiarity with Employment Equity Act and Pay Equity Act obligations.
Hands-on case management experience (workplace investigations, accommodation plans, disability management, etc.).
Experience designing and delivering leadership development and cultural programs.
Comfort using HR data and AI or automation tools.
Bachelor’s degree in Business, Human Resources, or a related field, or equivalent demonstrated experience.
Must be located within a commutable distance to Greater Sudbury, ON and willing to travel for one week per month.

Nice To Haves

CHRP, CHRL, or equivalent HR designation is an asset.

Responsibilities

Proactive ownership of the People agenda, identifying and delivering necessary work, and surfacing risks and opportunities.
Partnering with leaders on workforce planning and headcount decisions.
Acting as an in-house expert on Canadian federal employment legislation (Canada Labour Code, Canadian Human Rights Act, Employment Equity Act, Pay Equity Act, Accessible Canada Act, PIPEDA) and updating policies and leader guidance.
Ensuring the quality of the employee experience across the entire lifecycle: attraction, onboarding, development, performance, mobility, and exit.
Implementing People systems, tools, and AI-enabled resources for leaders.
Chairing the Employment Equity Committee and ensuring compliance with the Employment Equity Act.
Owning compliance with the Pay Equity Plan, including reviews and refreshes.
Serving as the primary day-to-day contact for the union relationship, ensuring collective agreement application and constructive working dynamics.
Supporting the bargaining team for collective agreement renegotiations.
Designing, building, and running leadership development programs and coaching senior leaders.
Designing and leading cultural programs focused on values, engagement, inclusion, and DEI initiatives.
Owning the annual performance cycle and succession reviews.
Executing the annual compensation cycle locally, providing guidance to leaders.
Leading complex case management, including workplace investigations, accommodation plans, disability management, and absenteeism management.
Coaching leaders on managing performance and conduct concerns.
Partnering with leaders on organization design and change management.