Transaction Strategy Senior Consultant

Aon Corporation•New York, NY

12h•Hybrid

About The Position

As a Senior Consultant in Aon’s Transaction Strategy (TS) practice, you will play a key leadership role on project teams, shaping human capital solutions that support complex business transformations (M&A, divestitures, joint ventures, IPOs, restructurings, etc.). You will serve as a primary day-to-day advisor to client stakeholders, lead workstreams or full projects, and mentor junior colleagues, while collaborating closely with Directors and Partners to grow key client relationships and the TS business. You bring deep expertise in at least one human capital domain (e.g., rewards, benefits, HR programs, talent/retention) and strong familiarity with the end-to-end deal or transformation lifecycle. You are comfortable operating in ambiguous, fast-paced environments and are adept at structuring complex problems, developing pragmatic solutions, and driving execution.

Requirements

Significant experience (typically 5–8+ years) in human capital, rewards, or HR consulting, or equivalent corporate experience in: Compensation and/or Employee benefits and HR programs, policies and operating model.
Demonstrated experience working on: HR-focused M&A transactions, business transformations, or large-scale organizational change (corporate or consulting environment).
Proven ability to: Lead workstreams or projects and manage multiple stakeholders in high-pressure, time-sensitive environments. Gain trust and credibility with senior client partners and internal leaders. Structure complex problems, apply critical thinking and develop pragmatic, actionable recommendations.
Excellent written and verbal communication skills, including development and delivery of executive-level presentations.
Ability to facilitate client meetings and workshops, and to communicate technical/analytical concepts in a business-focused manner.
Strong proficiency with Microsoft Excel (e.g., financial models, people analytics, scenario modeling) and PowerPoint.
Comfort working with large datasets and translating outputs into insights and recommendations.
Demonstrated track record of: Leading and mentoring junior team members. Taking ownership of deliverables and personal/professional development. Effectively prioritizing and managing multiple projects concurrently.
Bachelor’s degree in Finance, Business Management, Human Resources, Economics, or other relevant field required.

Nice To Haves

Advanced degree (MBA, MS in HR/Industrial Relations, JD, (or other relevant master’s) or other relevant master's)experience 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 and/or organization transformation work.

Responsibilities

Lead the delivery of key workstreams, or serve as overall engagement manager, on complex client consulting engagements related to: M&A (buy-side and sell-side), joint ventures, carve-outs, spin-offs, and IPOs; Enterprise-wide restructurings and broader business transformations; Human capital topics including compensation and benefits, HR operating model, HR policies and programs, talent, culture, and retention strategies.
Act as primary day-to-day contact for client project leads, managing expectations, aligning on scope, and ensuring high-quality deliverables.
Oversee HR due diligence activities: Design and implement due diligence and transaction integration/divestiture/HR standup workplans. Direct and review the work of consultants/analysts performing data room review, interviews, and analytics. Synthesize findings and implications into clear, executive-ready due diligence reports and recommendations.
Lead development of integrated project plans, including achievements, dependencies, and resourcing; ensure delivery on time, on budget, and within scope.
Provide both qualitative and quantitative advice to clients, including: Assessing HR programs, rewards, and benefits in the context of deal and transformation goals. Developing financial and people-related models (e.g., cost, alignments, retention risk, headcount, incentives).
Facilitate client meetings and workshops (virtual and in-person), presenting findings, options, and recommendations to both HR and business leaders.
Partner with Directors and Partners to identify client needs, shape project opportunities, and contribute to multi-year client account strategies.
Lead and model effective collaboration across TS, broader Talent, and other Aon solution lines (e.g., Health, Wealth, Risk, M&A Advisory).
Coach, develop, and provide feedback to Consultants and Analysts, helping them build expertise in transaction-related human capital work.
Promote a culture of innovation, inclusion, and continuous improvement within project teams and the broader practice.
Actively incorporate emerging industry, market, and technology trends into project approaches and deliverables to keep Aon’s human capital advisory offerings differentiated and relevant.
Build and manage multi-stakeholder client relationships across HR, Finance, Legal, and business leadership, becoming a go-to resource on human capital aspects of deals and transformations.
Take ownership of significant parts of business development efforts: Co-create proposals and statements of work with senior TS leaders. Develop pricing and scoping approaches for defined workstreams. Contribute to pitch meetings and orals presentations.
Help evolve and enhance TS methodologies, toolkits, templates, and knowledge resources; drive adoption of standards across the team.
Deepen understanding of Aon’s broader Human Capital and Risk offerings and proactively bring integrated solutions to clients.
Manage project economics, including monitoring budgets, controlling scope, and ensuring profitable, high-quality delivery.
Collaborate with internal leaders with vision and solution line experts to design holistic client offerings that connect human capital, rewards, benefits, and broader business transformation objectives.
Identify cross-sell and up-sell opportunities in existing engagements, and bring them forward to Directors and Partners.
Contribute to thought leadership by: Supporting the development of client-facing perspectives, articles, or tools on HR in M&A and transformation. Sharing insights from projects and market activity that can shape Aon points of view and go-to-market strategies.
Use data-driven insights to articulate the commercial impact of human capital strategies on deal value, synergy realization, and business performance.