M&A Integration Systems Analyst

Meriton•Irving, TX

3d•Remote

About The Position

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.

Requirements

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

Nice To Haves

Power BI experience strongly 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

Responsibilities

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
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
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
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
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
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