People & Culture Business Partner

In the time it takes you to read this job description, Rapid

SOS will have handled ~1,380 emergencies.
At Rapid

SOS, 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!
Rapid

SOS 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 Rapid

SOS HARMONY, the industry s first purpose-built AI for public safety, Rapid

SOS empowers first responders with real-time intelligence and the situational awareness needed to help protect property and save lives. Learn more at
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, or equivalent demonstrated experience, as an HR Business Partner (HRBP):
Proven track record in a senior HRBP role supporting a significant business unit or function.
Bachelor s degree in Business, Human Resources, Industrial Relations, Organizational Development, or a related field. CHRP is a plus.
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…