Are you looking to lead a global team that focuses on protecting people and data? As the Global Head of Human Risk and Workforce Resilience, you will build and lead a multidisciplinary team that manages risk with leadership and innovation.

This role can be virtual or hybrid from any US based location.

Aon is in the business of better decisions

At Aon, we shape decisions for the better to protect and enrich the lives of people around the world.

As an organization, we are united through trust as one engaged team, and we are passionate about helping our colleagues and clients succeed.

What The Day Will Look Like

This role leads a comprehensive, cross-functional human risk management program that integrates physical, cyber, HR, and legal perspectives to proactively identify and mitigate workforce-related risks. The position partners across the enterprise to embed human risk into broader risk frameworks, supports investigations with behavioral insight, and drives a culture shift toward resilience and accountability through targeted interventions and leader enablement.

Physical & Cyber Convergence: Partner closely with physical and cyber departments to correlate physical access intelligence with digital activity monitoring to identify high-risk behavioral patterns.

HR & Legal Collaboration: Work with HR and Legal to ensure human risk practices are compliant with labor laws, privacy regulations, and ethical standards while remaining aligned with company culture.

Investigations Liaison: Serve as a key stakeholder in internal investigations, providing behavioral, contextual, and workforce insight to technical or physical security incidents.

Enterprise Alignment: Integrate people risk management into broader Enterprise Risk Management (ERM) frameworks.

Talent Risk Management: Assess and mitigate risk related to intellectual property theft, data exfiltration, or trust erosion—particularly during offboarding, reorganizations, or high “flight‑risk” scenarios.

Revenue & Brand Impact: Quantify the financial and operational impact of human-related risk events (e.g., phishing, misconfiguration, policy violations) and communicate risk exposure and mitigation value to executive leadership.

High-Risk Role Oversight: Apply enhanced risk controls and monitoring for privileged, sensitive, or high-impact roles in partnership with cyber security.

Human Risk Modeling: Develop a framework to score and qualify human risk across business units using inputs such as cyber telemetry, physical badge data, case management insights, and HR signals.

Predictive Indicators: Shift the program from reactive response to predictive prevention by identifying early indicators of insider distress, disengagement, burnout, or malicious intent.

Metrics & Reporting: Define leading and lagging human risk indicators and translate technical findings into business-relevant insights for senior leaders and the Board.

Pre-Hire & Onboarding: Partner with HR, Security, and Compliance to influence screening practices, onboarding education, and early-stage trust-building controls.

Role Changes & Access Drift: Monitor behavioral risk associated with promotions, role changes, access elevation, mergers, or restructuring events.

Transitions & Offboarding: Design and oversee consistent, risk-based offboarding controls to protect data, IP, and institutional knowledge.

Culture Shift: Move the organization away from blame-based security toward a resilience-based culture where employees are viewed as the first line of defense.

Behavioral Interventions: Replace generic security awareness with targeted, role-based, and data-informed interventions that reduce risk without eroding trust.

Leader Enablement: Equip managers and leaders to recognize early warning signs of people risk and respond appropriately and ethically.

Team Building: Build and direct a team of risk analysts, behavioral specialists, and program managers.

Program Maturity: Establish governance, operating cadence, and maturity benchmarks for the function.

Executive Advisory: Act as a trusted advisor to senior leadership on emerging workforce risk trends and organizational resilience.

How This Opportunity Is Different

You will lead a high-impact, newly established program that puts you at the forefront of protecting data, shaping risk strategy, and elevating talent—while setting the tone for a culture built on accountability, integrity, and meaningful behaviors.

Skills And Experience That Will Lead To Success

10+ years in senior roles spanning Security (Cyber or Physical), Insider Threat, Risk Management, Trust & Safety, Investigations, or Behavioral Science.
Demonstrated experience operating in multinational environments with strong understanding of privacy and employment regulations (e.g., GDPR, CCPA).
Proven experience designing or leading insider threat, workforce risk, or corporate investigation programs.
Track record of influencing cross-functional stakeholders without direct authority.

Education: Bachelor’s degree or equivalent years of relevant industry experience.

Aon is not accepting unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate.

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.

The salary range for this position (intended for U.S. applicants) is $200,000 - $220,000 annually. The actual salary will vary based on applicant’s education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on applicant’s geographic location.

This position is eligible to participate in one of Aon’s annual incentive plans to receive an annual discretionary bonus in addition to base salary. The amount of any bonus varies and is subject to the terms and conditions of the applicable incentive plan.

Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon’s discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counseling sessions. Eligibility for benefits is governed by the applicable plan documents and policies.

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Global Head of Human Risk & Workforce Resilience

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