M&A Integration Systems Analyst

The M&A Integration Systems Analyst is the analytical engine behind Meriton’s acquisition integration process. This role goes well beyond data entry and system execution; it is responsible for building the employee-level impact models that quantify exactly how every acquired employee’s total compensation and benefits picture changes under Meriton. Healthcare premiums, PTO accruals, maternity leave, holiday schedules, pay structures; every data point that touches an employee’s pocket or experience is this role’s domain to calculate, visualize, and communicate clearly to all stakeholders. The right person for this role tells a story with data.

Employee Impact Modeling

• →Build and maintain a per-employee transition impact model for every acquisition, capturing the financial and experiential delta between current-state programs and Meriton’s programs across:
• →Healthcare premiums, PTO, Holiday schedules
• →Commissions, bonuses, and variable pay structures
• →HSA/FSA employer contributions and eligibility differences
• →Any other benefit or compensation element that differs materially from Meriton’s standard programs
• →Produce aggregate impact summaries: total population-level cost shifts, benefit wins, and areas of concern; equip the Director for executive and leader conversations
• →Flag individual outliers: employees who experience meaningful negative financial impact that may require exception handling, retention attention, or targeted communication
• →Visualize transition impacts in clear, decision-ready formats: charts, comparison tables, summary dashboards that can be presented to Meriton leadership and used to inform company leader conversations
• →Update impact models as integration decisions are finalized, ensuring the analysis always reflects the current plan rather than a point-in-time snapshot

Roster Intake & Normalization

• →Collect, validate, and normalize employee data from acquired companies: names, titles, compensation, pay type, deductions, org structure, and eligibility fields
• →Build and maintain standardized intake templates; drive acquired companies to deliver complete, accurate data on schedule
• →Produce import-ready files for ExponentHR onboarding loads

Program Mapping

• →Own and maintain integration mapping workbooks across all active acquisitions:
• →Job titles to Meriton job architecture
• →Pay elements: commissions, bonuses, allowances, differentials
• →Deductions and eligibility fields to Meriton structures
• →PTO and holiday plans: accruals, caps, carryover, and payout treatment

QA, Reconciliation & Controls

• →Own all pre- and post-go-live QA: data validation, post-load HRIS checks, first-payroll variance reconciliation, deduction audits, and PTO balance audits
• →Maintain readiness gate checklists and QA evidence so Day 1 and Payroll 1 go/no-go decisions are objective and documented
• →Track defects and root causes to closure; apply lessons to improve templates and processes for future acquisitions

HRIS System ExponentHR Execution

• →Execute HRIS onboarding tasks: data loads, org and manager structure, role and access setup, and onboarding workflow configuration
• →Partner with Meriton’s HRIS expert on configuration decisions; own execution and post-load validation

Reporting & Scorecards

• →Maintain per-acquisition integration scorecards: data readiness, mapping completion, QA status, open risks, and milestone progress
• →Contribute structured data to Power BI reporting that feeds the Director’s executive dashboard

Required

• 4+ years in HR analytics, compensation analysis, total rewards, HRIS, or a comparable data-intensive HR operations role
• Advanced Excel proficiency: complex modeling, scenario analysis, conditional logic, pivot tables, and structured mapping
• Demonstrated ability to build employee-level financial models that translate program differences into individual and aggregate dollar impacts
• Experience visualizing data for non-technical audiences: charts, dashboards, and summary formats that drive decisions rather than sit in a folder
• Strong written communication skills for translating model outputs into clear narratives and risk flags
• Demonstrated ability to manage sensitive employee data with precision and strict confidentiality
• Proficiency with Microsoft 365: Excel, Teams, SharePoint, OneDrive; Power BI experience strongly preferred

Preferred

• Experience in total rewards analysis, benefits benchmarking, or compensation modeling across company transitions
• Experience supporting HRIS implementations or integrations; ExponentHR experience is a strong plus
• Familiarity with benefits plan structures (medical, PTO, leave, HSA/FSA) and how they translate to employee cost
• Exposure to M&A integration, multi-company HR environments, or acquisitive organizations
• Experience with Power BI, Tableau, or comparable data visualization tools

• Limited
• Occasional on-site visits for key integration milestones — typically 0–1 trips per month