Transaction Strategy Director

Aon Corporation•New York, NY

11h•$149,000 - $213,000•Hybrid

About The Position

As a Director in Aon’s Transaction Strategy (TS) practice, you will be accountable for leading client relationships, shaping our go‑to‑market strategy, and overseeing delivery of complex, multi-country transaction and transformation programs. You will serve as a trusted advisor to senior HR and business executives, set the strategic direction for engagements, and lead teams of Senior Consultants, Consultants, and Analysts to deliver differentiated human capital solutions. You bring deep expertise across multiple human capital domains (e.g., rewards, benefits, HR operating model, talent/retention, culture) and a strong track record working across the deal and transformation lifecycle. You are skilled at originating and expanding client relationships, leading complex programs, and developing high-performing teams while advancing the overall growth and evolution of the TS practice. 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 inclusive team and we are passionate about helping our colleagues and clients succeed. A TS Director is a senior leader who: Owns and grows key client relationships and book of business for TS. Shapes client and project strategy and is accountable for overall engagement outcomes and quality. Leads large, complex transactions and transformation programs, often with multi-workstream, cross-functional teams. Steers the development of TS solutions, offerings, and thought leadership in partnership with other senior leaders. Coaches, sponsors, and develops TS talent across levels and geographies.

Requirements

Extensive experience (typically ~8–12+ years) in human capital, rewards, or HR consulting, or equivalent corporate experience, with:
Deep expertise in compensation and/or employee benefits; and
Significant exposure to HR operating models, HR programs, and broader people strategy.
Demonstrated success leading HR-focused M&A transactions, large-scale transformations, or major organizational change programs, either in consulting or a corporate environment.
Demonstrated experience in compensation and benefits design, HR M&A and/or organization transformation work.
Proven track record of:
Owning client relationships and leading complex, multi-stakeholder engagements.
Successfully managing and growing a portfolio of work, including repeat business with key accounts.
Leading multi-disciplinary teams and developing high-potential talent.
Strong executive presence and communication skills:
Credibility and comfort presenting to and advising C-suite and senior executives.
Ability to simplify complex analyses and concepts into clear, compelling narratives and recommendations.
Skilled facilitation of senior workshops, negotiations, and decision-making forums.
Advanced analytical and strategic skills:
Proficiency in interpreting financial and people data to inform transaction strategies (e.g., synergies, costs, retention, incentives).
Ability to challenge assumptions, reframe problems, and design structured, pragmatic solutions.
Demonstrated ability to:
Lead concurrently across multiple clients and teams in fast-paced, ambiguous deal environments.
Take ownership for practice-level initiatives (e.g., methodology development, people initiatives, go-to-market campaigns).
Bachelor’s degree in Finance, Business Management, Human Resources, Economics, or other relevant discipline required.

Nice To Haves

Advanced degree (MBA, MS in HR/Industrial Relations, JD, or other relevant master’s) is a plus.
Professional certifications (e.g., SHRM-CP/SCP, WorldatWork, CEBS, project management certifications such as PMP).
Demonstrated experience in compensation and benefits design, HR M&A strategy and execution, and/or large-scale organization transformation work.
Knowledge of compensation and benefits programs in both the US and Canada.

Responsibilities

Serve as the senior client advisor and primary relationship owner for key accounts, engaging CHROs, CFOs, business unit leaders, and deal teams on human capital implications of: M&A (buy-side and sell-side), joint ventures, carve-outs, spin-offs, and IPOs Enterprise restructurings, operating model changes, and broader business transformations Human capital strategies across compensation and benefits, HR operating model, HR policies and programs, culture, talent, and retention.
Lead overall strategy, scope, and approach for large, complex engagements; ensure alignment of human capital workstreams with deal thesis and business objectives.
Oversee end-to-end HR due diligence and transaction lifecycle support:
Define and approve due diligence, integration, separation, and HR standup methodologies and workplans.
Provide senior-level review and challenge on findings, risks, and value creation levers.
Translate due diligence insights into integration/separation strategies and execution plans.
Ensure delivery excellence:
Set quality standards and review key deliverables (e.g., executive decks, business cases, synergy models, HR roadmaps) before client presentation.
Proactively manage risks, scope, and client expectations to ensure successful outcomes.
Lead and facilitate senior-level client meetings, steering committees, and workshops—guiding decision-making on people, rewards, and HR strategy in the context of the transaction or transformation.
Build and maintain a high-performance, inclusive team culture across TS engagements and the broader practice.
Provide sponsorship, coaching, and meaningful feedback to Senior Consultants, Consultants, and Analysts, enabling clear development paths and stretch opportunities.
Manage Consultant(s) and Associate Consultant(s).
Role-model effective teaming across geographies, cultures, and solution lines, promoting psychological safety, collaboration, and accountability.
Champion innovation in how the TS team delivers work—encouraging experimentation, use of new tools and analytics, and continuous improvement of methodologies.
Lead business development for designated accounts and markets:
Identify and qualify new opportunities in partnership with TS Partners/TS Associate Partners and other senior leaders.
Lead the development of proposals, pitches, and orals, including solution design, staffing, pricing strategy and commercial terms.
Build multi-year account plans and drive pipeline growth.
Shape and continuously improve TS methodologies, frameworks, and toolkits (e.g., due diligence playbooks, integration/separation approaches, HR operating model designs, rewards strategies in deals).
Collaborate across Aon’s Human Capital and Risk businesses to design and deliver integrated solutions that address client-wide transformation agendas (e.g., rewards, benefits, talent assessment, leadership, culture, risk, health, and wealth).
Take responsibility for engagement economics and practice-level financial performance:
Set and manage budgets, oversee staffing mix, monitor utilization and margins, and ensure profitable, sustainable growth.
Make decisions about project prioritization and resourcing across the portfolio.
Actively identify and pursue cross-sell and up-sell opportunities, bringing broader Aon capabilities to clients in a coordinated, value-led way.
Develop and articulate clear value cases for human capital interventions, linking people strategies to deal value, synergy realization, retention outcomes, and business performance.
Contribute to and often lead the development of TS and broader Aon thought leadership:
Author or co-author perspectives, articles, and client-facing insights on HR in M&A and transformations.
Represent Aon at industry events, conferences, and client forums to build market presence and deepen relationships.
Monitor competitive landscape, market trends, and regulatory/industry changes that impact clients’ deal and transformation activities and translate these into enhancements to TS offerings and go-to-market strategies

Benefits

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
various types of leaves of absence
paid time off, including 12 paid holidays throughout the calendar year, 15 days of paid vacation per year, 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
an employee assistance program that includes free counseling sessions