Global Head of Human Risk & Workforce Resilience

Aon Corporation•Berwyn, IL

1d•Remote

About The Position

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. 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.

Requirements

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

Responsibilities

Partner closely with physical and cyber departments to correlate physical access intelligence with digital activity monitoring to identify high-risk behavioral patterns.
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.
Serve as a key stakeholder in internal investigations, providing behavioral, contextual, and workforce insight to technical or physical security incidents.
Integrate people risk management into broader Enterprise Risk Management (ERM) frameworks.
Assess and mitigate risk related to intellectual property theft, data exfiltration, or trust erosion—particularly during offboarding, reorganizations, or high “flight‑risk” scenarios.
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.
Apply enhanced risk controls and monitoring for privileged, sensitive, or high-impact roles in partnership with cyber security.
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.
Shift the program from reactive response to predictive prevention by identifying early indicators of insider distress, disengagement, burnout, or malicious intent.
Define leading and lagging human risk indicators and translate technical findings into business-relevant insights for senior leaders and the Board.
Partner with HR, Security, and Compliance to influence screening practices, onboarding education, and early-stage trust-building controls.
Monitor behavioral risk associated with promotions, role changes, access elevation, mergers, or restructuring events.
Design and oversee consistent, risk-based offboarding controls to protect data, IP, and institutional knowledge.
Move the organization away from blame-based security toward a resilience-based culture where employees are viewed as the first line of defense.
Replace generic security awareness with targeted, role-based, and data-informed interventions that reduce risk without eroding trust.
Equip managers and leaders to recognize early warning signs of people risk and respond appropriately and ethically.
Build and direct a team of risk analysts, behavioral specialists, and program managers.
Establish governance, operating cadence, and maturity benchmarks for the function.
Act as a trusted advisor to senior leadership on emerging workforce risk trends and organizational resilience.

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
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
an employee assistance program that includes free counseling sessions