Head of Risk Business Management (f/m/d)

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.

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.

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.

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.

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.

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.

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.

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

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

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.

10+ years in senior roles spanning Security (Cyber or Physical), Insider Threat, Risk Management, Trust & Safety, Investigations, or Behavioral Science.

Proven experience designing or leading insider threat, workforce risk, or corporate investigation programs.

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

The actual salary will vary based on applicant’s education, experience, skills, and abilities, as well as internal equity and alignment with market data. 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; medical, dental and vision insurance. 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. 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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