BHP is a world-leading resources company. We work in more than 90 locations worldwide and our products are sold globally.

We've positioned our business to support the megatrends shaping our world. Iron ore and metallurgical coal for the steel needed for global infrastructure and the energy transition. Copper for renewable energy. And we are moving into potash to support more sustainable farming.

A resource mix for today - and critical to the future.

About the Team

HR is building a new intelligence capability to change how we understand our workforce and make decisions about our people.

Our ambition is to move beyond reporting what has happened. We want to understand why it is happening, what is likely to happen next, and where we should act. That means combining workforce data, behavioural science, advanced analytics and AI to tackle some of the most important questions facing HR and the business.

As part of our Workforce Intelligence team, you will help build this capability and embed it directly into the way HR operates. You will work at the intersection of people, data, technology and decision-making, turning complex workforce questions into intelligence leaders can act on.

This is an opportunity for someone who enjoys solving hard problems, is technically curious, and wants to help shape how AI and advanced analytics are used in HR.

About the Role

As a Principal Intelligence Partner, you will be the intelligence and analytics expert embedded alongside one of our HR value streams.

The problems are diverse and consequential. You might be exploring whether we are attracting the talent BHP needs, what predicts whether new employees become productive and successful, or where friction exists across the employee journey.

Alternatively,



you might be investigating why employees struggle to access the right HR support, what is driving conduct or employee relations cases, where early intervention could prevent issues from escalating, or identifying emerging workforce and industrial risks.

You will:

- Frame ambiguous business and workforce problems into questions that can be tested with data.
- Design and undertake sophisticated quantitative and qualitative analysis, moving beyond descriptive reporting into diagnostic, predictive and scenario-based intelligence.
- Build models and analytical products that help identify workforce risks, patterns, drivers and opportunities.
- Use and develop AI agents to perform analytical and research tasks, experimenting with new ways of interrogating, synthesising and reasoning across complex workforce data.
- Translate analysis into clear, decision-relevant insight for senior HR and business leaders.
- Work closely with HR, data science and technology teams to turn positive analytical ideas into scalable, usable products.
- Help build the methods, practices and guardrails that underpin an emerging enterprise HR intelligence capability.

This is an individual contributor role with significant autonomy, suited to someone who wants to remain close to the technical work while having influence on significant enterprise decisions.

About You





We are looking for someone with genuine analytical depth and the curiosity to apply it to complex questions about people and organisations.

You will ideally bring:

- Advanced capability in statistics, research design and quantitative analysis, with a strong understanding of how to draw valid conclusions from complex and imperfect data.
- Experience applying techniques such as predictive modelling, multivariate analysis, experimentation, causal inference, workforce modelling or other advanced analytical methods.
- Strong capability using modern AI tools, with experience building or configuring AI agents and analytical workflows particularly valued.
- Experience with analytical and data languages and platforms such as Python, R, SQL and Snowflake Cortex, or equivalent technologies.
- The ability to critically evaluate data quality, methodology, model performance and the responsible use of AI.
- A track record of turning complex technical analysis into a clear story that influences senior, non-technical stakeholders.
- Experience working with HR or workforce data is highly regarded, although deep HR domain expertise is not essential.

You will have a relevant undergraduate qualification. A Master's degree or PhD in Psychology, particularly involving significant training in statistics and research methods, or postgraduate qualifications in behavioural science, statistics, econometrics, data science or a related quantitative discipline would be highly regarded.

Equally, we are interested in people who have built their technical depth through applied experience, particularly those who have developed AI agents or advanced analytical solutions that solve real business problems.

📌 Principal Intelligence Partner | Australia (Brisbane)
🏢 BHP
📍 Brisbane