Additionalinformation

Additional Information

Physical Demands

• Ability to work and reside in a remote northern camp for extended rotational periods.
• Regular walking throughout camp facilities and operational areas.
• Extended periods of standing, walking, sitting, and employee interaction.
• Ability to work in varying environmental conditions, including extreme northern weather.
• Ability to travel by aircraft and/or ground transportation to remote project locations.
• Ability to safely navigate camp facilities, stairs, uneven surfaces, and outdoor areas and weather conditions as required.

Additional Information

Working Conditions

• Project-based role with primary work performed at a remote camp in Nunavut.
• Fly-in/fly-out arrangement from designated travel hubs.
• Shared or designated camp accommodations and meals provided while on site.
• Rotational schedule, which may include extended periods away from home.
• Work may include weekdays, evenings, weekends, and general holidays depending on operational and employee needs.
• Regular interaction with employees working multiple shifts and schedules.
• Exposure to extreme northern weather, including cold, wind, snow, and seasonal variations in daylight.
• Travel may be impacted by weather or other northern logistical conditions.
• Must comply with all Dexterra and client health, safety, security, and operational requirements.

WHAT'S IN IT FOR YOU?

• Excellent work-life balance through a rotational work schedule.
• Opportunity to make a meaningful impact on the employee experience within a remote workforce.
• Work directly with a diverse workforce and contribute to Indigenous employee engagement, development, and retention.
• Opportunity to build experience in remote camp operations and Indigenous workforce relations.
• Meals and accommodations provided while on site.
• Opportunity to expand your skills within a large, growing organization.
• Whereas other companies are downsizing, we are growing!
• Comprehensive benefits in accordance with the applicable employment program.

Work Schedule

This position works on a rotational fly-in/fly-out schedule at a remote project site in Nunavut. Site locations are in remote settings requiring air and/or ground transportation. Employees may be required to work weekdays, evenings, weekends, and general holidays depending on site requirements.

Dexterra Group is an equal opportunity employer committed to diversity and inclusion. We are pleased to consider all qualified applicants for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, Indigenous status, or any other legally protected factor.

Special needs and disability-related accommodations are available at all stages of the recruitment and selection process upon request.

Companydescription

Company Description

Jobdescription

Job Description

Employee Support Coordinator – Remote Camp

Hope Bay, Nunavut | Fly-In/Fly-OutEmployment Type: Contract / Rotational Location: Remote Camp – Hope Bay, Nunavut Travel Hub: Edmonton, Alberta or Yellowknife, Northwest Territories

Job Description

The Employee Support Advisor – Remote Camp serves as a trusted, visible, and approachable on-site resource for employees working within our remote camp operations. This role is focused on employee support, engagement, successful onboarding and integration, retention, and creating a respectful and inclusive camp environment.

A key focus of this position is supporting All employees, including employees who may be transitioning into remote camp employment for the first time. The Employee Support Advisor works to understand and address barriers to workplace success, provide culturally respectful support, and help employees become comfortable and confident within both their work environment and camp community.

Working closely with camp management, Human Resources, department supervisors, and employees across Housekeeping, Janitorial, Kitchen, Dining Room, and other support services, the Advisor helps identify concerns early and works collaboratively toward practical solutions.

This position requires a high degree of trust, discretion, cultural awareness, emotional intelligence, and relationship-building. The successful candidate will be comfortable spending significant time engaging directly with employees, listening to concerns, following up on issues, and helping employees access appropriate workplace or community resources.

This position requires fly-in/fly-out travel from Edmonton, Alberta or Yellowknife, Northwest Territories to the project site in Nunavut, with the possibility of weather-related travel delays or logistical challenges.

This is a safety-sensitive position requiring drug and alcohol testing as a condition of employment.

Key Responsibilities

Employee Support & Engagement

• Serve as the primary on-site employee support resource for camp-based employees, maintaining a highly visible and approachable presence throughout the camp.
• Maintain an open-door policy, providing employees with a safe, respectful, and confidential environment to discuss workplace concerns, challenges, questions, and opportunities for personal and professional development.
• Build strong, trusting relationships with employees and establish regular contact with teams across Housekeeping, Janitorial, Kitchen, Dining Room, and other operational departments.
• Conduct regular employee check-ins to understand workplace experiences, identify emerging concerns, and support employee engagement and retention.
• Monitor employee morale, well-being, engagement, and adjustment to the remote camp environment.
• Connect employees with available company, workplace, wellness, community, or other appropriate support resources when required.
• Follow up with employees to ensure concerns have been appropriately addressed or referred.

Indigenous Employee Support & Cultural Liaison

• Provide dedicated support to Indigenous and Inuit employees to promote successful integration, engagement, retention, and career development within the workplace.
• Act as a cultural liaison and advocate, helping employees navigate workplace expectations while promoting cultural understanding and respect across the camp.
• Identify potential barriers affecting Indigenous employee participation, engagement, or retention and work collaboratively with management and Human Resources to develop appropriate solutions.
• Support cultural awareness initiatives and activities that encourage mutual understanding, respect, and inclusion.
• Recognize that employees come from diverse communities, experiences, and cultural backgrounds and adapt communication and support approaches accordingly.
• Encourage an environment where Indigenous knowledge, perspectives, traditions, and experiences are treated with respect.
• Build relationships based on trust, consistency, confidentiality, and genuine employee engagement.

New Employee Orientation & Camp Integration

• Welcome new employees to site and help ensure a positive transition into the remote camp environment.
• Coordinate and conduct site introductions and orientation sessions for new and returning employees.
• Explain camp rules, site expectations, workplace standards, schedules, available services, safety expectations, and camp culture.
• Conduct facility familiarization tours so employees are comfortable navigating:
  • Employee accommodations
  • Dining facilities
  • Recreation and common areas
  • Medical and wellness services
  • Laundry facilities
  • Emergency locations and procedures
  • Transportation and designated meeting areas
  • Other important camp facilities and services
• Help employees understand what to expect while living and working within a remote rotational environment.
• Identify employees who may require additional support during their first rotation and provide appropriate follow-up.

Job Familiarization & Workplace Integration

• Work closely with department supervisors to support effective job familiarization for new employees.
• Help ensure employees understand their:
  • Job duties and responsibilities
  • Work schedules and rotation expectations
  • Reporting relationships
  • Workplace policies and procedures
  • Safety responsibilities
  • Attendance expectations
  • Performance standards
• Follow up with new employees and supervisors during the employee's initial adjustment period to identify training gaps, concerns, or additional support needs.
• Assist employees in understanding workplace expectations and provide guidance on how to raise questions or concerns appropriately.

Employee Relations & Retention

• Work collaboratively with supervisors, camp management, and Human Resources to identify employee concerns before they escalate.
• Support informal conflict resolution and facilitate respectful communication between employees and supervisors when appropriate.
• Assist with employee retention initiatives, including identifying trends or workplace barriers contributing to turnover.
• Provide observations and feedback to management regarding recurring employee concerns, engagement trends, onboarding challenges, and opportunities for workplace improvement while respecting employee confidentiality.
• Support workplace accommodation discussions by connecting employees and management with the appropriate Human Resources process.
• Assist with the successful reintegration of returning employees following extended absences or changes in assignment.
• Encourage employee development by helping employees understand available training, advancement, and career opportunities.

Workplace Culture

• Promote a respectful, welcoming, inclusive, and psychologically safe camp culture.
• Model professional, respectful, and culturally sensitive behaviour in all employee interactions.
• Encourage positive working relationships between employees, supervisors, management, and departments.
• Participate in employee engagement activities, recognition initiatives, cultural events, and other programs supporting camp community development.
• Support Dexterra's commitment to diversity, inclusion, employee development, safety, and workforce success.

Qualifications

Qualifications

Required Qualifications

• Minimum 3 years of experience in employee relations, Human Resources, workforce support, community relations, Indigenous relations, social services, hospitality leadership, or a related people-focused position.
• Demonstrated experience supporting employees in a diverse, multicultural, community-based, industrial, hospitality, or remote work environment.
• Strong relationship-building skills with the ability to establish trust with employees at all levels.
• Demonstrated cultural awareness and experience working respectfully with Indigenous peoples and communities.
• Strong interpersonal, listening, communication, and conflict-resolution skills.
• Ability to handle sensitive employee matters professionally and maintain appropriate confidentiality.
• Ability to work independently with minimal direct supervision in a remote environment.
• Strong organizational and documentation skills.
• Working knowledge of Microsoft Office, including Outlook, Word, Excel, and Teams.
• Valid driver's licence and ability to travel as required.
• Ability to successfully complete all site-access requirements, including required drug and alcohol testing.

Preferred Qualifications

• Post-secondary education in Human Resources, Indigenous Studies, Social Work, Community Development, Business Administration, Hospitality, Psychology, or a related discipline.
• Previous experience working in a remote camp, mining, construction, hospitality, or workforce accommodation environment.
• Experience supporting Indigenous employment, community engagement, workforce development, or Indigenous recruitment and retention initiatives.
• Knowledge of northern, Inuit, First Nations, or Métis cultures and communities is considered a strong asset.
• Experience with employee onboarding, orientation, workplace investigations, accommodation processes, conflict resolution, or retention initiatives is an asset.
• Mental health first aid, Indigenous cultural awareness training, conflict-resolution training, or similar certifications are considered assets.

Other Skills and Competencies

The successful candidate will demonstrate:

• Approachability: Employees feel comfortable initiating conversations and seeking assistance.
• Cultural sensitivity: Demonstrates respect for Indigenous cultures, traditions, perspectives, and individual experiences.
• Emotional intelligence: Recognizes employee concerns and responds appropriately while maintaining professional boundaries.
• Confidentiality: Exercises sound judgment when handling sensitive employee information.
• Communication: Able to explain workplace expectations clearly and adapt communication styles to individual employee needs.
• Relationship building: Develops meaningful working relationships based on consistency, respect, and trust.
• Conflict resolution: Helps employees and supervisors navigate workplace concerns constructively.
• Resilience: Remains effective while working long rotations in an isolated northern environment.
• Collaboration: Works effectively with Human Resources, operations, management, supervisors, safety teams, and employees.
• Employee advocacy: Ensures employee concerns are heard while maintaining appropriate organizational policies, procedures, and professional boundaries.