Insider threat indicators and HR coordination

Overview

Insider-risk programs intersect HR policy, employment law, and security monitoring. Investigations should never be run by IT alone—use a consistent triad of HR, legal, and security.

Technical indicators (examples only)

Unusual bulk downloads for the person’s role, after-hours large database exports, spikes in USB usage, uploads to personal webmail, repeated privilege-escalation requests, or physical access anomalies correlated with data events.

Non-technical context

Performance-improvement timing, workplace complaints, or reluctance to participate in acceptable-use monitoring may add context but are not proof of wrongdoing.

Process

• Preserve logs quietly under legal hold guidance; avoid casual all-staff messages that tip off a subject.
• Restrict case folders to least privilege and log internal access to those folders.

Pitfalls

Confusing interpersonal conflict with malicious intent; provide bias-awareness training before SOC analysts hand off to HR.

Interviews

HR leads; IT provides technical clarification only. Keep every interaction professional and documented.

Employment exits

Use a termination security checklist: revoke access within minutes, recover assets, and monitor for exfiltration attempts for an agreed window (often 30 days) where policy allows.

Privacy

Employee monitoring is tightly regulated (for example under GDPR)—maintain a jurisdiction matrix with counsel.

Support

Offer EAP or similar resources when cases are stressful for the broader team—retention and mental health matter.

Case closure

Write a neutral factual summary for the record; avoid sensational language that could complicate later discovery.