What Is Human Risk Management? A 2025 Guide for Businesses

Human Risk Management (HRM) is a modern cybersecurity approach that measures people-related risk. It predicts likely incidents and reduces harm from human actions. It looks beyond awareness courses and studies real behavior at work. It observes actions in systems, email, chat, calls.

HRM uses targeted actions such as delivers short, role-based training and sets clear policies. It enforces technical controls.

HRM blocks risky steps, and guides safe choices. It builds strong security culture.

Analysts note a shift from Security Awareness & Training to HRM. The shift covers mindset, strategy, technology. The focus is outcomes. Fewer incidents. Faster remediation. Safer behavior.

What is Human Risk Management in Cyber Security?

Human Risk Management (HRM) in cyber security finds, measures, and reduces people-related risk. It looks at real human behavior at work. It fixes risky actions with training, rules, and safety checks. A human risk management solution helps the security team mitigate risks fast.

Key points of an HRM solution:

• Spot risky behaviors.
• Measure and score the risk.
• Send quick, targeted training.
• Require callbacks and approvals for payments.
• Track results and improve.

Why Human Cyber Risk Management Matters Right Now

• Breaches still involve people: Verizon’s 2025 DBIR reports the human element was present in 60% of breaches (after refining the metric to exclude malicious privilege misuse). That is where HRM operates—on behavior, decisions, and context.
• The market has moved. Industry leaders and independent research now treat HRM as a distinct capability, not just a rebrand of training. Forrester’s work formalizes HRM and sets clear expectations for platforms: detect/measure behavior, trigger interventions, enable employees, and build positive security culture. (Forrester, 2024)
• Skills and methods are maturing. Even SANS now teaches Managing Human Risk as a dedicated discipline—evidence that HRM is a craft with frameworks, metrics, and repeatable methods. (SANS Institute)

Check our blog to learn more about human risk indicators that can compromise your cybersecurity.

Human Risk Management Platforms vs. Traditional Security Tools

Traditional controls (email gateways, EDR, firewalls) and programmatic training remain vital. HRM platforms complement them by closing the behavior gap. Here’s the practical difference:

In short: traditional tools detect and block; HRM manages humans—so fewer incidents happen in the first place.

What Are the Top Features of Modern Human Risk Management Platforms?

Here are top 10 features of modern human risk management platforms and what should I look for in a human cyber risk management platform:

1. Unified human-risk signals: Connect user behavior and exposure. This includes patterns that are prone to phishing, handling sensitive data, identity alerts, and targeting by third-party attacks. Put them into a single risk score per person, team, and business unit.
2. Multi-channel phishing simulations: Go beyond email. Run phishing tests using smishing, voice (vishing), and callback phishing. Use collaboration apps and MFA phishing techniques. This way, training reflects the real phishing methods attackers use today.
3. Just‑in‑time training: Deliver micro‑learning and nudges at the moment of risk (after a risky click, when uploading data, or during unusual login events). This is how platforms drive effective human risk management.
4. Behavior‑change analytics: Measure security behaviors (reporting, slow-to-click, data handling) and culture indicators, not just training completion. Track risk deltas over time and tie them to fewer data breaches or incidents. Find risky behaviours in your organization.
5. Identity and privilege context: Combine directory and SSO data, like roles and business privileges. Use attack data and exposure to find the most targeted people and important roles.
6. Workflow automation: Send risk-based actions to IT/SecOps (SOAR/SIEM/ITSM). For example, escalate controls for repeat offenders. Trigger manager coaching or enroll a high-risk group in a focused human risk management program.
7. Localization and inclusivity: Multi‑language content, cultural nuance, and accessibility, critical for a strong security culture across regions.
8. Governance & privacy by design: Clear data processing boundaries, pseudonymization options, role-based access to risk data, and auditor‑ready evidence.
9. Board‑ready reporting: Simple roll‑ups: organizational risk, trend lines, top behaviors improved, and business impact.
10. Ecosystem integration: Connectors for email security, identity, EDR/XDR, DLP/CASB, collaboration tools, and ticketing to create a human risk management platform that fits your stack.

The market’s momentum is clear: major vendors now brand, package, and release capabilities under HRM (e.g., KnowBe4’s HRM+; Keepnet’s Agentic HRM; Forrester’s HRM Wave naming). Use this as validation that you’re comparing platforms in the right category.

How Do HRM Platforms Compare to Traditional Security Tools?

• HRM vs. SAT: HRM is outcome‑oriented and evidence‑based; SAT is a tactic HRM uses. HRM quantifies risk, personalizes interventions, and proves behavior change across channels. (Forrester)
• HRM vs. email-only defenses: HRM reduces risky actions before they reach SecOps queues; email security still blocks payloads, but HRM shrinks the attack surface by changing behavior.

What Are Some of the Key Things Large Organizations Look For in an HRM Tool?

Enterprises want HRM tools that deliver real behavior change, integrate diverse data, and scale securely across the business. Here are the core features they focus on:

1. Proven behavior change beyond click rates (look for longitudinal reductions in risky actions, improved reporting, and fewer real incidents).
2. Data breadth (identity, email, endpoint, DLP) and a clear risk model (likelihood × impact that an exec can understand).
3. Controls orchestration: automate next steps (coaching, nudges, policy changes) when risk spikes.
4. Enterprise readiness: SSO/SAML, RBAC, multi‑tenant, API depth, data residency options, audit evidence.
5. Cultural fit: localized content, gamified learning where appropriate, role‑based learning journeys.
6. Privacy & legal comfort: DPIAs, configurable data retention, transparent scoring.
7. Board reporting: concise risk narratives and trend visuals.
8. Time‑to‑value: fast connectors, prebuilt playbooks, and clear 90‑day rollout patterns.
9. Independent validation & analyst alignment so you aren’t buying a re‑labeled SAT tool.

For a quick view of core components of HRM companies, see our blog on Human Risk Management (HRM) companies overview

Industries Benefiting From Human Risk Management Platforms

From finance to energy, many sectors rely on HRM to address people-driven risks and compliance pressures. The following industries gain the most from these platforms:

• Financial services: high fraud exposure, privileged access, strict regulatory reporting.
• Healthcare & life sciences: PHI handling, shadow IT risks, third‑party exposure.
• Retail & e‑commerce: help‑desk vishing, card data handling, seasonal workforces.
• Manufacturing & OT: phishing‑to‑VPN pathways, supplier compromise, safety impacts.
• Public sector & education: broad user bases, high social‑engineering targeting.
• Energy & utilities: critical infrastructure, MFA fatigue risks, vendor access. Across sectors, the pattern is consistent: focus interventions on the riskiest 5–10% of users and high‑impact roles, and overall risk falls fastest. (DBIR provides the “human element” baseline; HRM is how you move that number inside your org.)

Top Human Risk Management Platforms for Enterprise 2025 (how to shortlist—vendor‑neutral)

Rather than a generic “best of” list, use this RFP checklist to identify leaders:

• Risk signals: Does the platform correlate threat, data, identity, and awareness signals into person‑level risk?
• Actions: Can it automate coaching, controls, and policy changes from risk scores?
• Multi‑channel: Does it cover phishing simulations in email, SMS, voice, QR, and MFA fatigue?
• Real phishing & report handling: Does it triage, enrich, and respond to real user‑reported phishing quickly?
• Evidence: Can it attribute fewer incidents (or faster containment) to specific interventions?
• Analyst coverage: Is the vendor recognized or discussed in current HRM research and Waves?

Market pulse: Recent announcements show established players launching dedicated HRM suites (e.g., KnowBe4 HRM+), while others have been recognized in independent evaluations (e.g., Keepnet named as a significant player). Use those signals as a starting point for your shortlist, then verify fit through pilots.

Check our blog to learn difference between human risk management and security behavior and culture programs

Evaluate the Cybersecurity Company Keepnet on HRM (a quick, objective checklist)

Below is an evaluation template you can map to Keepnet’s Extended Human Risk Management approach:

• Coverage & channels: Does the platform simulate beyond email—vishing (voice), smishing (SMS), quishing (QR), and MFA fatigue—so campaigns mirror real‑world attacks?
• Risk model: Are there person, team, and org risk scores blending user behavior, attack exposure, and business privilege?
• Interventions: Are there just‑in‑time micro‑lessons, nudges in collaboration tools, and manager coaching workflows?
• Culture & gamification: Are learning paths engaging and localized to create a strong security culture (not only compliance)?
• Evidence & reporting: Can you show behavior change over time and link it to lower incident counts or faster response?
• Ecosystem: Native connectors to email security, identity/SSO, EDR/XDR, DLP, and ticketing systems (Beta).
• Governance: Clear privacy options, role‑based insights, and auditor‑ready reports.

Tip: Pilot with a 90‑day plan—connect data, run multi‑channel simulations, apply targeted interventions, and present risk deltas to the board.

Check out our case study to learn more about How Keepnet Human Risk Management helped Forgify through a strategic partnership.

Key Features of a Human Risk Management Platform

• Human risk scoring (individual, team, org)
• Phishing simulations across email/SMS/voice/QR/MFA
• Real phishing triage and automated incident workflows
• Just‑in‑time coaching and spaced micro‑learning
• Security strategies tied to measurable outcomes
• Dashboards that track security behaviors and culture
• Integrations with identity, DLP, EDR/XDR, and SIEM/SOAR
• Compliance mapping plus privacy and data governance

A Simple 90‑Day HRM Rollout

Days 1–30 – Baseline & design

Connect identity and email data; run safe‑to‑fail simulations across two channels; build your first human‑risk dashboard. Define Minimum Behavior Baselines (e.g., reporting rate ≥40%, zero credential reuse).

Days 31–60 – Intervene & automate

Deliver just‑in‑time coaching to repeat‑risk users; introduce manager nudges and gamified challenges; automate controls for high‑risk personas (e.g., step‑up MFA, DLP rules).

Days 61–90 – Prove & tune

Report risk deltas (e.g., −35% risky clicks; +25% report rates); review “top 10 risky behaviors”; tune content, scenarios, and policies. Promote security champions to amplify culture.

From Insight to Habit: Orchestration, Training & Simulation

A modern human risk program has three moving parts working under the HRM umbrella: an orchestration & analytics layer that centralizes risk signals and triggers the right actions; security awareness training that’s role-based, localized, and reinforced with just-in-time coaching; and multi-channel phishing simulation (email, SMS, voice, QR, MFA fatigue) that gives people realistic practice. Together, they turn risk insights into everyday safer habits—without re-stating HRM as a “block.”

Why Keepnet’s Agentic Human Risk Management Changes the Game

Keepnet first framed its approach as Extended Human Risk Management, pulling together real-world phishing simulations, identity, email, and behavior data to drive measurable change. Today, that vision has evolved into Agentic Human Risk Management (A-HRM): a program where intelligent agents don’t just report risk—they observe, decide, act, and learn on their own, within your guardrails.

What “agentic” means in practice

• Observe: Keepnet’s platform fuses the human element signals (user behavior, attack exposure, privileges) into a living risk graph across people, teams, and roles.
• Decide: Policy-aware agents weigh risk, business impact, and privacy settings to choose the next best action—no manual playbook chase.
• Act: Agents orchestrate interventions instantly: just-in-time coaching, manager nudges, targeted security awareness training, or even control changes (e.g., step-up MFA) when risk spikes.
• Learn: Each action is measured against outcomes (fewer risky clicks, higher report rates, reduced real phishing impact), tightening the loop over time.

Why A-HRM outperforms traditional HRM platforms

• From dashboards to outcomes: Instead of waiting on analysts, agents reduce time-to-value by turning insights into action in minutes.
• Real-world coverage: Multi-channel training and testing (email, SMS, voice/vishing, QR/quishing, MFA fatigue) mirror how attacks actually happen—building a strong security culture.
• Enterprise-grade by design: SSO/SAML, RBAC, audit-ready reporting, and privacy-first controls keep interventions effective and compliant.
• Proven behavior change: Keepnet reports risk deltas clearly—linking interventions to fewer incidents, faster containment, and safer day-to-day security behaviors.

What to expect in your first 90 days

Connect your sources, baseline human risk, switch on agentic playbooks for your riskiest cohorts, and watch the closed loop—signal → decision → action → evidence—drive measurable improvement without extra headcount.

Bottom line

If you’re comparing human risk management platforms, Keepnet’s Agentic HRM stands out by turning policy and telemetry into automatic, personalized action. It’s not “more reports”; it’s fewer breaches—through a platform that continuously learns, adapts, and helps people make safer choices every day.

Editors note: This article was updated October 31, 2025.