Female Only Development Supervisor Opportunities | BMA | Saraji | Draglines and Drill & Blast


Location: Bowen

Job Type: Not Specified


About BHP

At BHP we support our people to grow, learn, develop their skills and reach their potential. With a global portfolio of operations, we offer a diverse and inclusive environment with extraordinary career opportunities. Our strategy is to focus on creating a safe work environment where our employees feel strongly connected to our values and objectives, and where the capability of our people is key to our success. Come and be a part of this success.

About the role

BHP is pleased to announce leadership development opportunities for female candidates to join the BHP team in permanent positions as Development Supervisor’s at our BMA Saraji Coal operations within our Draglines and Drill & Blast departments.

The Development Supervisor Program, which is 18 months long, has been created to provide the opportunity for those that have strong leadership skills to allow them to practically learn about our business on the job whilst also enhancing the skills and behaviours necessary to lead and inspire teams, helping deliver value to our BMA asset and ultimately drive the success of BHP.

What’s in it for you?

  • 18 months supported development program to develop your career
  • Potential flexible working arrangements
  • Residential or DIDO travel model
  • 7/7 day/night rotating roster

About you

  • Experience in earth moving, shifting dirt, quarry or civil
  • Ability to identify, manage risk, continuous improvements and problem solving
  • Experience in reading, interpreting plans and prioritising work
  • Strong leadership and team supervisory skills, with a minimum of 1 year direct leadership experience

Drill & Blast

  • Minimum assistant shot firer certificate


  • Bulk dozer push or dragline specific experience

To take a look at what it looks like to work for BMA click here

About Our Process

At BHP, we are committed to employing individuals who align with the BHP Charter Values and meet the requirements of the role. As part of the recruitment process, there are a number of checks which may be conducted to demonstrate applicant’s suitability for a role including police / criminal background checks, medical, drug and alcohol testing, due diligence checks, right to work checks, and/or reference checks.

BHP also requires employees in Australia to be fully vaccinated against Covid-19 to ensure the safety and wellbeing of our people (from the 31st of January 2022 or earlier depending on relevant state health directives). If you are applying for a role at BHP please consider this new requirement when submitting your application. BHP will also adhere to any relevant health directives that may be made.

Supporting a diverse workforce

The size and magnitude of our business not only provides significant opportunity for professional development, but also attractive salary packages with performance-based bonuses and a unique BHP employee share program.

At BHP, we recognise that we are strengthened by diversity. We are committed to providing a work environment in which everyone is included, treated fairly and with respect. We are an Equal Opportunity employer and we encourage applications from women and Indigenous people. We know there are many aspects of our employees' lives that are important, and work is only one of these, so we offer benefits to enable your work to fit with your life. These benefits include flexible working options, a generous paid parental leave policy, other extended leave entitlements and parent rooms.

We strongly encourage applications from Aboriginal and Torres Strait Islander peoples. In Queensland, BHP has a deep commitment to the traditional owners of the land upon which it operates. We strongly encourage applications from Barada Barna and Wiri/Widi, Gaangalu and Yuwibara peoples together with other traditional owners. Providing employment opportunities for Aboriginal and Torres Strait Islander people is an important part of our 2017 – 2021 Reconciliation Action Plan (RAP).

The filling of these positions is intended to constitute a special/equal opportunity measure under section 25 of the Anti-Discrimination Act 1991 (Qld)

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