Aon has appointed Maxime Manderlier as employee benefits captive manager, deepening the firm’s dedicated practice in a segment where demand from multinational employers has been rising steadily alongside healthcare cost inflation.
Manderlier, who has been with Aon since June 2016 and is based in Brussels, moved into the role in October after a decade with the firm as an international people mobility consultant. He previously spent four and a half years at John Hancock’s International Group Program (IGP) in Europe, most recently as IGP technical coordinator for Europe. IGP is a global network of life insurance companies that helps multinational corporations manage group insurance and pension programs across their international operations.
According to his LinkedIn profile, Manderlier’s remit covers coordinating global and local stakeholders, overseeing renewals and captive performance, analyzing financial and claims experience, and supporting governance and strategic decision-making.
The appointment reflects a deliberate build-out at Aon. In March 2025, the firm launched its EB Cell Captive facility, structured through its protected cell company, White Rock. The facility targets multinationals with international employee benefits spend of more than $2 million annually.
The facility, which is designed to reduce operating costs and accelerate implementation time, applies the cell captive model to multinational employee benefits, an application Aon said had not previously been available to clients. Zulu Khan had been named global benefits consulting leader for captives - US in May 2025, following earlier team expansions dating to 2022.
Global medical costs are projected to rise 9.8% in 2026, according to Aon’s Global Medical Trend Rates Report. Sven Roelandt, Aon’s global leader of captive employee benefits services, has said interest in captive structures is broadening beyond the largest multinationals as they become more familiar across peer groups. Aon’s facility extends to US employers through medical stop-loss coverage, which sits outside the ERISA regulatory framework governing most other domestic benefits lines. ERISA-governed benefits require a separate Department of Labor exemption process that can take 12 to 18 months, according to Spring Consulting Group, a constraint advisors working with large US employers will need to factor into any feasibility conversation.
