North America People Operations Leader

Aon is hiring a North America People Operations Leader in Chicago, United States. It pays $140k-$155k a year and Level rates it ; you can apply on Aon.

Level's read on this job

On Level's scale, this HR role is Little AI ●○○○: aI is not part of the work.
The listed pay starts 17% above the typical HR posting on Level.
Level lists 1,000+ other open roles at Aon.
The role was posted within the past week.

AI in this role

Looking for a leadership opportunity where you'll influence senior partners, own critical processes, and lead People Operations across North America? This role sits in the People Organization (HR) and is the point of contact for all areas of People Operations. This is a hybrid position with the flexibility to work from home and in our Chicago office three days per week. 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 The North America People Operations Leader is the strategic owner of people operations delivery across the region, leading teams, processes, and platforms that ensure consistent, efficient, and data-driven HR operations at scale. This role is responsible for delivery of end‑to‑end HR operational processes, such as hiring, job and data changes, benefits & rewards administration, employee relations ops support, and exits/retirements. Plan and manage team capacity, work allocation, and coverage across multiple processes and queues, ensuring support for peak periods, regional time zones, and urgent or sensitive matters Support cyclical HR activities (e.g., performance and compensation cycles, benefits renewals and enrollment, engagement initiatives) from an operational execution and readiness perspective Ensure that new or evolving HR services can be successfully transitioned into regional People Operations, including defining scope, processes, controls, knowledge content, and success measures Design, implement, maintain and assess performance of benchmarks, SLAs, and operating standards that define expectations for quality, timeliness, and colleague experience Oversee HR operational knowledge bases and colleague‑facing content (e.g., HR portal, FAQs, standard communications) in partnership with the People Org, ensuring content is current, clear, and operationally feasible Partner with HR Technology, Data & Analytics, and global Ops to standardize processes and leverage tools, digitization, and automation where possible Coordinate with Internal Audit, Compliance, and other control functions as needed to prepare for and respond to audits and reviews Oversee relationships with third‑party providers supporting regional People ops, working with Procurement and HR to assess performance, conduct regular service reviews, resolve critical issues, and assess opportunities for improvement or change Lead or support transition and change activities when new work, new processes, or new tools are introduced into People Operations (including operational readiness planning, UAT, training, and cutover support) Oversee service recovery for escalated issues or service failures, ensuring root causes are addressed and takeaways are embedded into processes and controls How this opportunity is different Within People Operations, regional teams provide end‑to‑end operational support across the employee lifecycle, which may include, but is not limited to benefits & rewards operations; Workforce data and administration; employee relations operations; HR knowledge management and colleague‑facing support (e.g., HR portals, FAQs). This position leads these regional operational teams and will report into the Global People Support Services Leader and partners closely with regional People Org leaders and specialist teams (e.g., Benefits, People Matters, Talent, Total Rewards). Skills and experience that will lead to success Significant experience in HR operations/Operations or a related shared services environment, preferably with regional or multi‑country scope Demonstrated experience leading operational teams across multiple HR process areas and through periods of change or growth Proven ability to design and manage SLAs, KPIs, and SOPs, and to use data and metrics to drive performance and decision‑making Experience working with HR systems, case management, and workflow tools, and comfort with introducing and embedding new technologies and processes. Strong people leadership skills, including coaching, performance management, and building high‑performing teams. Excellent stakeholder management and communication skills, with the ability to influence and collaborate across geographies, cultures, and functions. Strong process and continuous improvement mindset, with a track record of simplifying, standardizing, and automating processes. Bachelor’s degree or equivalent work experience required; PHR Certification or equivalent desired For positions in San Francisco and Los Angeles, we will consider for employment qualified applicants with arrest and conviction record in accordance with local Fair Chance ordinances. 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. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $140,000 - $155,000 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, 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, and an employee assistance program that includes free counseling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #LI-RB1 #LI-Hybrid 2586198

How we rate this

North America People Operations Leader at Aon rates 32 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.