Baker Hughes Company
Human Capital and Compensation Committee CharterPurpose
The Human Capital and Compensation Committee (the “Committee”) of the Board ofDirectors (the “Board”) of Baker Hughes Company (the “Company”), is created by the Board
to discharge the responsibilities set forth in, and shall have the authority and membership andoperate according to the procedures provided in this charter.
The purpose of the Committee shall be to carry out the Board’s overall responsibility
relating to organizational strength and executive compensation.
Composition
The Committee shall consist of a minimum of three directors. Members of the Committee
and a Chair shall be appointed by the Board upon the recommendation of the Governance &Corporate Responsibility Committee, subject to the independence requirements set forth below,
and may be removed by the Board in its discretion.
All members of the Committee shall be independent directors under the criteria
established by Nasdaq, the Company’s bylaws and applicable law, as each is amended from time
to time. Each Committee member shall qualify as a “non-employee director,” as defined in Rule16b-3 promulgated under Section 16 of the Securities Exchange Act of 1934, as amended (theExchange Act).
Authority and Delegation
The Committee shall have the authority to delegate any of its responsibilities tosubcommittees as the Committee may deem appropriate.
The Committee shall have authority and necessary funding to retain, and for payment ofreasonable compensation to, consultants, outside counsel and other advisors as the Committee
may deem appropriate in its sole discretion after considering all factors relevant to the advisor’sindependence, including the factors specified by applicable Nasdaq listing requirements. TheCommittee shall have sole authority to approve related fees and retention terms and oversee thework of the consultants, outside counsel and other advisors. The Committee and the Company
have adopted a policy that any compensation consultant used by the Committee to advise on
executive compensation will not at the same time advise the Company on any other humanresource matter.
Meeting and Minutes
The Committee will meet at least three times a year in such places as it deems necessary
to fulfill its responsibilities. All meetings of the Committee will be held pursuant to the bylawsof the Company with regard to notice and waiver thereof and quorum and voting requirements,and written minutes of each meeting will be duly filed in the Company records.
THE HUMAN CAPITAL AND COMPENSATION COMMITTEE CHARTER | PAGE 1

Specific Duties
In furtherance of its purpose, the Committee shall have the following authority andresponsibilities, in addition to any other responsibilities which may be assigned from time totime by the Board:
1.
Compensation Philosophy. In consultation with senior management, to establish theCompany’s general compensation philosophy.
2.
Succession Plans. To assist the Board in developing and evaluating potential candidates
for executive positions, including the Chief Executive Officer (“CEO”), and to oversee thedevelopment of executive succession plans and periodically review the Company’s management
succession planning.
3.
CEO Compensation. To review and approve on an annual basis the corporate goals andobjectives with respect to compensation for the CEO. The Committee shall evaluate at least oncea year the CEO’s performance in light of these established goals and objectives and the results ofthe most recent stockholder advisory vote on executive compensation, as required by Section
14A of the Exchange Act, and based upon these evaluations shall determine or recommend to theBoard for determination the CEO’s annual compensation, including salary, bonus and equity andnon-equity incentive compensation, ongoing perquisites or special or supplemental benefit items,
and the entering into or amendment or extension of any employment contract, severance orchange in control or similar arrangement with the Company. The CEO may not be present duringvoting or deliberations related to his or her compensation.
4.
Officer Compensation. To review and approve on an annual basis the evaluation process
and compensation structure for the Company’s officers covered in Rule 16a-1(f) under theSecurities Exchange Act of 1934 (“Executive Officers”) and other officers who report directly tothe CEO (collectively with the Executive Officers, the “Senior Officers”). The Committee shallevaluate the performance of the Company’s Senior Officers and the results of the most recent
stockholder advisory vote on executive compensation, as required by Section 14A of theExchange Act, and shall determine or recommend to the Board for determination the annualcompensation, including salary, bonus, and equity and non-equity incentive compensation,
including ongoing perquisites or special or supplemental benefit items, for such Senior Officers,
based on initial recommendations from the CEO. The Committee shall also provide oversight ofmanagement’s decisions concerning the performance and compensation of other Companyofficers. Senior Officers may not be present during voting or deliberations related to theircompensation.
5.
Equity Incentive Compensation. To review the Company’s equity incentive compensationand other stock-or cash-based plans and recommend changes in such plans to the Board asneeded (subject, if applicable, to shareholder approval). In reviewing and making
recommendations to the Company regarding equity incentive compensation and other stock- orcash-based plans, including whether to adopt, amend or terminate any such plans, the Committee
shall consider the results of the most recent stockholder advisory vote on executive
compensation, as required by Section 14A of the Exchange Act. The Committee shall have andshall exercise all the authority of the Board with respect to the administration of such plans.
THE HUMAN CAPITAL AND COMPENSATION COMMITTEE CHARTER | PAGE 2

6.
Stock Ownership. To review and report to the Board on levels of stock ownership by theofficers of the Company and non-employee directors with respect to the Company’s stock
ownership guidelines set forth in the Company’s Governance Principles, including resolution ofout-of-compliance situations.
7.
Director Compensation. To recommend to the Board the compensation for nonmanagement directors, consistent with the Company’s Governance Principles.
8.
Incentive Compensation. To review incentive compensation arrangements to confirm thatincentive pay does not encourage unnecessary risk taking and to review and discuss, at least
annually, the relationship between risk management policies and practices, corporate strategy
and senior executive compensation and assess whether any such risk is reasonably likely to havea material adverse effect on the Company.
9.
Clawback Policy. To oversee any clawback policy allowing the Company to recoupcompensation paid to employees.
10.
Compensation Competitiveness. To review and approve the Company’s peer companies
and data sources for purposes of evaluating the Company’s compensation competitiveness andestablishing the appropriate competitive positioning of the levels and mix of compensation
elements.
11.
Frequency of Shareholder Advisory Votes on Executive Compensation: To review andrecommend to the Company for approval the frequency with which the Company will conduct
shareholder advisory votes on executive compensation, taking into account the results of themost recent shareholder advisory vote on frequency of shareholder advisory votes on executive
compensation, as required by Section 14A of the Exchange Act, to review and approve theproposals regarding the shareholder advisory vote on executive compensation and the frequencyof such advisory vote to be included in the Company's proxy statement.
12.
Leadership Interaction. To maintain regular contact with the leadership of the Company.
This should include interaction with the Company’s leadership and review of data from
employee surveys, to the extent applicable.
13.
Human Capital Management Review. To oversee and periodically review the Company'sculture, policies and strategies related to human capital management, including with respect todiversity, equity and inclusion initiatives, pay equity, talent recruitment, performance
management, retention and employee engagement.
14.
Annual Human Capital and Compensation Report. To prepare an annual Human Capitaland Compensation Committee report for inclusion in the Company’s annual report and proxystatement, in accordance with applicable rules and regulations.
15.
CD&A Review. To review and discuss with management the Company’s Compensation
Discussion and Analysis (CD&A) and to recommend to the Board that the CD&A be included inthe Company’s annual report and proxy statement. As part of this review, the Committee shallTHE HUMAN CAPITAL AND COMPENSATION COMMITTEE CHARTER | PAGE 3

consider the results of the most recent shareholder advisory vote on executive compensation asrequired by Section 14A of the Exchange Act.
16.
Annual Performance Evaluation. The Committee shall report its actions and any
recommendations to the Board after each Committee meeting and shall conduct an annual
performance evaluation of the Committee.
17.
Charter Review. The Committee shall review at least annually the adequacy of thischarter and recommend any proposed changes to the Board for approval.
The Committee, in carrying out its responsibilities, believes its policies and proceduresshould remain flexible, in order to best react to changing conditions and circumstances.
Approved by the Board of Directors on July 25, 2024.

THE HUMAN CAPITAL AND COMPENSATION COMMITTEE CHARTER | PAGE 4