The Manager, Diversity, Equity and Inclusion (DEI) holds BHP's enterprise DEI strategy, targets and standards on behalf of Talent, Performance & Partnering, translating enterprise priorities into a coherent, measurable inclusion agenda. The role does not deliver Global DEI outcomes directly - delivery is distributed through CoEs (who shape employee lifecycle levers), HR Business Partnership and the business. 

Instead, the role sets the enterprise standard, monitors progress against targets, governs BHP's DEI ecosystem (Employee Resource Groups and Inclusion & Diversity Councils), and ensures BHP meets its external and regulatory reporting obligations, including WGEA. 

• Support the setting of BHP's enterprise DEI strategy and multi-year targets (including gender and broader diversity commitments), providing the standard against which value streams and lever owners measure their own equity outcomes. 

• Design and run a structured program of work to be executed with discipline through HRBPs, relevant HR and non-HR CoEs (e.g., Workforce Intelligence and Capability, Leadership Development, BOS) that enables achievement of the enterprise strategy and clarity for the organisation on what to prioritise in the shorter vs medium term.  Data will be critical for providing insights on where to course correct to ensure tangible DEI outcomes are achieved. 

• Build stakeholder relationships and influence to support accelerated execution of the DEI strategy. 

• Set global DEI frameworks, policies and program standards (e.g., Respectful Behaviours, DEI program design) that are practical for leaders and employees to apply, while delivery of these standards at Asset and Regional level remains with HRBP and Regional HR teams. 

• Lead global DEI reporting for internal and external audiences working with data owners (e.g., Reward team, GBS), including statutory and regulatory reporting requirements such as WGEA, ensuring data accuracy and audit readiness. 

• Monitor DEI target performance across the enterprise and escalate material divergence from targets, exercising stop authority where outcomes compromise enterprise DEI targets or create legal exposure relating to diversity commitments. 

• Contribute DEI content to ELT and Board papers, covering strategy progress, legislative compliance, and emerging risks or opportunities, in partnership with Talent, Legal and Sustainability as required. 

• Architect and facilitate BHP's DEI ecosystem — including Employee Resource Group and Inclusion & Diversity Council structures. Creating consistency through clear functional standards, governance routines and accountability mechanisms, holding stop authority over governance breaches. 

• Act as the enterprise subject matter expert on DEI strategy and standards, providing expert advisory support to HRLT, HRBPs, value stream leads and lever owners. Co-design and collaborate with expert, external partners to drive inclusion outcomes in the business where relevant. 

• Partner with the Australian Indigenous Employment team (reporting to HRBPs at regional level) via common frameworks (e.g., anti-racism). Set the standard for Indigenous employment globally to ensure interventions are in line with and leveraging the global Inclusion initiatives. 

• Lead and develop a small team (3), prioritising work for enterprise-wide impact and building scalable standards and governance mechanisms rather than direct-delivery capacity. 

• Tertiary qualification (Bachelor Degree) 

• Demonstrated experience in the development and execution of company-wide workforce and workplace strategies and multi-year plans, with an inclusion focus; ideally across a diversity of cultures / global geographies. 

• A strong commitment to building a positive culture, and collaboration with stakeholders from HR, other teams, leaders and the broader business, fostering innovative and diverse thinking across time zones and cultures to increase business value 

• Ability to identify, navigate, and influence stakeholders across a large, global, matrixed organization and with external stakeholder to drive and lead change 

• A deep understanding of the needs of non-dominant groups in workplaces, and expertise in building inclusion, equity and fairness across all groups. 

• Experience engaging and driving collaboration with external stakeholders to both learn from and share research, evidence and experiences 

• Ability to navigate ambiguity well to solve complex problems and using strategic framing and data analysis to support this problem solving. 

• Superior communication (oral & written), presentation, and report writing skills