HR’s Role in Preventing Insider Threats: 4 Best Practices

Employees, contractors, and former staff can wreak havoc before a brand realizes what happened. HR has a role in preventing insider threats, so it’s crucial to understand where they come from, how to navigate them, and how the HR team can work alongside IT and management to avoid an internal breach.

High-risk use cases HR should prioritize

Some workplace scenarios can increase the risk of an insider breach. According to Google Cloud, however, 61% of IT and cybersec leaders said too many threat intelligence data feeds clouded judgment.

So, here are the main risks to keep an eye on:

• Contingent workers: External contractors and agency workers often bypass employee screening processes but may still have access to critical systems. Ensure the same standards for employees are reflected in these contracts.
• Remote hires: Bad players can create fake identities to apply for open jobs. HR’s role in preventing insider threats requires verifying their identity and location.
• Finance, IT, and leadership roles: Privileged roles within the company may have access to more sensitive data, including those in finance, IT, and management. Due to their higher access level, they can do more damage than others.
• Former employees: Employees may resent the company and seek to cause intentional damage when they leave. Even when someone leaves on good terms, some risk remains. HR must ensure compliance with offboarding procedures and work with IT teams to revoke access privileges immediately.

HR’s role in preventing insider threats

HR may spot red flags before security teams do. They must look at security measures already in place, identify weaknesses, and consider the following four responsibilities.

1. Policies and training

When everyone uses the same playbook, there’s less confusion and fewer loopholes. Clear rules avoid conflict, so include these policies in your employee handbook:

• Remote work.
• Social media policies.
• Standard disciplinary procedures.

In addition to leadership receiving insider threat training, employees should know what signs to look for and when to report suspicious behavior.

2. Behavior and access

Certain employee behaviors may be warning signs of an insider threat, such as drops in performance, conflict with management, or sudden disengagement from work.

None of these things means the employee will definitely cause a data breach, but they can create circumstances that lead to insider threats. So, HR and management teams should assist the employee before a mistake happens.

Additionally, HR can partner with the IT department to identify and stop abnormal tech-related behavior. IT can program systems to watch for:

• Data hoarding.
• Requests for access to data not needed for the role.
• Transmission of sensitive documents outside the organization or other atypical file-sharing practices.
• The use of unauthorized equipment, like connecting personal USB drives to company systems.

According to a 2025 IBM report, organizations spend an average of $4.4 million per data breach. Paying closer attention to behaviors and limiting access to sensitive data are small steps toward risk mitigation.

SEE ALSO: TechRepublic Premium’s Access Management Policy Template

3. Reporting and empathy

Employees might feel they are siding with management against a peer or worry about retaliation. HR must create a safe environment for employees to express concerns. Strategies include:

• Teaching psychological safety and explaining what happens if a co-worker speaks up about another.
• Offering anonymous reporting channels.
• Utilizing Employee Assistance Programs (EAPs).

Quick note: EAPs provide the resources workers need when stressed or struggling with mental health. HR teams should not flag employees who self-report mental health conditions; instead, these programs should be available to help prevent insider threats from developing in the first place.

4. Offboarding

Employee exits, especially in remote work environments, pose a cybersecurity risk. IT and HR must work together to determine the proper steps and follow policies for layoffs versus for-cause terminations.

For example, if HR identifies that an employee is leaving for a competitor, revoking access immediately will help prevent conflicts of interest, particularly in sensitive sales positions. On the other hand, laid-off employees may receive more extended notice periods or be allowed to keep their company-issued devices as part of their severance package.

Regardless of the situation, and to further mitigate risk, coordinated action is essential to ensure that exits are managed consistently, securely, and with dignity for the individual employee and the organization.

SEE ALSO: How to prevent data theft by existing and departing employees

KPIs to track

The human resources department must do more than create checklists and make a few rules. Leadership must track key performance indicators (KPIs) to measure results and address weak areas. Some of the best KPIs to prevent insider threats include:

• Percentage of staff returning company assets — laptops, phones, badges, etc.
• Time to remove a departing employee from all systems.
• Completion rates for security and compliance training during onboarding.

Adding these KPIs to HR dashboards increases accountability and serves as a reminder of areas that need improvement.

Governance, ethics, and privacy

Although monitoring employee activity is a start to preventing insider cybersecurity incidents and data breaches, brands must also respect workers and their rights. If monitoring activities, HR must document the reasoning for using the software. To maintain privacy, organizations should adopt role-based access controls to ensure only authorized personnel can view sensitive data.

SEE ALSO: How to Monitor Employees (Without Overstepping)

HR is the frontline defense

The HR role in preventing insider threats lies in embedding safeguards at every stage of employee management. Savvy staff managers monitor potential threats throughout every phase of the worker’s life cycle, from hiring to training to monitoring to offboarding. HR has an opportunity to be the face of security for a business.

About Author

AndyC

Andy Curtis is an award-winning security consultant, researcher and public speaker. He has been working in the computer security industry since the early 1990s, having been employed by state and federal government, leading healthcare and banking providers across three continents. He has given talks about computer security for some of the world’s largest companies, worked with law enforcement agencies on investigations into hacking groups, and is a regular voice on TV and radio explaining IT security threats.

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