{"id":614250,"url":"https://alion.io/job/dexterra-employment-support-coordinator","title":"Employment Support Coordinator","company":{"id":672837,"name":"Dexterra Group","domain":"dexterra.com","url":"https://alion.io/company/dexterra","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"SmartRecruiters","truth_index":{"grade":"A","score":95,"open_postings":131,"ghost_share":0,"stale_share":0,"repost_share":0,"time_to_fill_p50_days":135,"computed_at":"2026-10-17T05:46:00Z"}},"role":"Administrative","role_family":"Administrative","seniority":"middle","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Edmonton, Canada"],"countries":["CA"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":70000,"max":90000,"currency":"CAD","period":"year","gross":null,"usd_annual":63112},"salary_estimate":null,"experience_years_min":3,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Office","optional":false},{"name":"Outlook","optional":false}],"status":"live","first_seen_at":"2026-09-08T19:23:36Z","employer_posted_date":"2026-09-08","last_verified_at":"2026-10-19T01:27:51Z","board_verified":true,"closed_at":null,"days_open":40,"trust":{"level":"ok","repost_count":0,"flags":[],"days_open":39},"description":"Employee Support Coordinator-Remote Camp\nHope Bay, Nunavut | Fly-In/Fly-Out\nEmployment Type: Contract / Rotational\nLocation: Remote Camp - Hope Bay, Nunavut\nTravel Hub: Edmonton, Alberta or Yellowknife, Northwest Territories\nJob Description\nThe 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.\nA 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.\nWorking 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.\nThis 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.\nThis 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.\nThis is a safety-sensitive position requiring drug and alcohol testing as a condition of employment.\nKey Responsibilities\nEmployee Support & Engagement\nServe as the primary on-site employee support resource for camp-based employees, maintaining a highly visible and approachable presence throughout the camp.\nMaintain 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.\nBuild strong, trusting relationships with employees and establish regular contact with teams across Housekeeping, Janitorial, Kitchen, Dining Room, and other operational departments.\nConduct regular employee check-ins to understand workplace experiences, identify emerging concerns, and support employee engagement and retention.\nMonitor employee morale, well-being, engagement, and adjustment to the remote camp environment.\nConnect employees with available company, workplace, wellness, community, or other appropriate support resources when required.\nFollow up with employees to ensure concerns have been appropriately addressed or referred.\nIndigenous Employee Support & Cultural Liaison\nProvide dedicated support to Indigenous and Inuit employees to promote successful integration, engagement, retention, and career development within the workplace.\nAct as a cultural liaison and advocate, helping employees navigate workplace expectations while promoting cultural understanding and respect across the camp.\nIdentify potential barriers affecting Indigenous employee participation, engagement, or retention and work collaboratively with management and Human Resources to develop appropriate solutions.\nSupport cultural awareness initiatives and activities that encourage mutual understanding, respect, and inclusion.\nRecognize that employees come from diverse communities, experiences, and cultural backgrounds and adapt communication and support approaches accordingly.\nEncourage an environment where Indigenous knowledge, perspectives, traditions, and experiences are treated with respect.\nBuild relationships based on trust, consistency, confidentiality, and genuine employee engagement.\nNew Employee Orientation & Camp Integration\nWelcome new employees to site and help ensure a positive transition into the remote camp environment.\nCoordinate and conduct site introductions and orientation sessions for new and returning employees.\nExplain camp rules, site expectations, workplace standards, schedules, available services, safety expectations, and camp culture.\nConduct facility familiarization tours so employees are comfortable navigating:Employee accommodations\nDining facilities\nRecreation and common areas\nMedical and wellness services\nLaundry facilities\nEmergency locations and procedures\nTransportation and designated meeting areas\nOther important camp facilities and services\n\nHelp employees understand what to expect while living and working within a remote rotational environment.\nIdentify employees who may require additional support during their first rotation and provide appropriate follow-up.\nJob Familiarization & Workplace Integration\nWork closely with department supervisors to support effective job familiarization for new employees.\nHelp ensure employees understand their:Job duties and responsibilities\nWork schedules and rotation expectations\nReporting relationships\nWorkplace policies and procedures\nSafety responsibilities\nAttendance expectations\nPerformance standards\n\nFollow up with new employees and supervisors during the employee's initial adjustment period to identify training gaps, concerns, or additional support needs.\nAssist employees in understanding workplace expectations and provide guidance on how to raise questions or concerns appropriately.\nEmployee Relations & Retention\nWork collaboratively with supervisors, camp management, and Human Resources to identify employee concerns before they escalate.\nSupport informal conflict resolution and facilitate respectful communication between employees and supervisors when appropriate.\nAssist with employee retention initiatives, including identifying trends or workplace barriers contributing to turnover.\nProvide observations and feedback to management regarding recurring employee concerns, engagement trends, onboarding challenges, and opportunities for workplace improvement while respecting employee confidentiality.\nSupport workplace accommodation discussions by connecting employees and management with the appropriate Human Resources process.\nAssist with the successful reintegration of returning employees following extended absences or changes in assignment.\nEncourage employee development by helping employees understand available training, advancement, and career opportunities.\nWorkplace Culture\nPromote a respectful, welcoming, inclusive, and psychologically safe camp culture.\nModel professional, respectful, and culturally sensitive behaviour in all employee interactions.\nEncourage positive working relationships between employees, supervisors, management, and departments.\nParticipate in employee engagement activities, recognition initiatives, cultural events, and other programs supporting camp community development.\nSupport Dexterra's commitment to diversity, inclusion, employee development, safety, and workforce success.\n Qualifications\nRequired Qualifications\nMinimum 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.\nDemonstrated experience supporting employees in a diverse, multicultural, community-based, industrial, hospitality, or remote work environment.\nStrong relationship-building skills with the ability to establish trust with employees at all levels.\nDemonstrated cultural awareness and experience working respectfully with Indigenous peoples and communities.\nStrong interpersonal, listening, communication, and conflict-resolution skills.\nAbility to handle sensitive employee matters professionally and maintain appropriate confidentiality.\nAbility to work independently with minimal direct supervision in a remote environment.\nStrong organizational and documentation skills.\nWorking knowledge of Microsoft Office, including Outlook, Word, Excel, and Teams.\nValid driver's licence and ability to travel as required.\nAbility to successfully complete all site-access requirements, including required drug and alcohol testing.\nPreferred Qualifications\nPost-secondary education in Human Resources, Indigenous Studies, Social Work, Community Development, Business Administration, Hospitality, Psychology, or a related discipline.\nPrevious experience working in a remote camp, mining, construction, hospitality, or workforce accommodation environment.\nExperience supporting Indigenous employment, community engagement, workforce development, or Indigenous recruitment and retention initiatives.\nKnowledge of northern, Inuit, First Nations, or Métis cultures and communities is considered a strong asset.\nExperience with employee onboarding, orientation, workplace investigations, accommodation processes, conflict resolution, or retention initiatives is an asset.\nMental health first aid, Indigenous cultural awareness training, conflict-resolution training, or similar certifications are considered assets.\nOther Skills and Competencies\nThe successful candidate will demonstrate:\nApproachability: Employees feel comfortable initiating conversations and seeking assistance.\nCultural sensitivity: Demonstrates respect for Indigenous cultures, traditions, perspectives, and individual experiences.\nEmotional intelligence: Recognizes employee concerns and responds appropriately while maintaining professional boundaries.\nConfidentiality: Exercises sound judgment when handling sensitive employee information.\nCommunication: Able to explain workplace expectations clearly and adapt communication styles to individual employee needs.\nRelationship building: Develops meaningful working relationships based on consistency, respect, and trust.\nConflict resolution: Helps employees and supervisors navigate workplace concerns constructively.\nResilience: Remains effective while working long rotations in an isolated northern environment.\nCollaboration: Works effectively with Human Resources, operations, management, supervisors, safety teams, and employees.\nEmployee advocacy: Ensures employee concerns are heard while maintaining appropriate organizational policies, procedures, and professional boundaries.\n Physical Demands\nAbility to work and reside in a remote northern camp for extended rotational periods.\nRegular walking throughout camp facilities and operational areas.\nExtended periods of standing, walking, sitting, and employee interaction.\nAbility to work in varying environmental conditions, including extreme northern weather.\nAbility to travel by aircraft and/or ground transportation to remote project locations.\nAbility to safely navigate camp facilities, stairs, uneven surfaces, and outdoor areas and weather conditions as required.\nAdditional Information\nWorking Conditions\nProject-based role with primary work performed at a remote camp in Nunavut.\nFly-in/fly-out arrangement from designated travel hubs.\nShared or designated camp accommodations and meals provided while on site.\nRotational schedule, which may include extended periods away from home.\nWork may include weekdays, evenings, weekends, and general holidays depending on operational and employee needs.\nRegular interaction with employees working multiple shifts and schedules.\nExposure to extreme northern weather, including cold, wind, snow, and seasonal variations in daylight.\nTravel may be impacted by weather or other northern logistical conditions.\nMust comply with all Dexterra and client health, safety, security, and operational requirements.\nWHAT'S IN IT FOR YOU?\nExcellent work-life balance through a rotational work schedule.\nOpportunity to make a meaningful impact on the employee experience within a remote workforce.\nWork directly with a diverse workforce and contribute to Indigenous 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