M&A Integration Systems Analyst

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people. If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way. ROLE SUMMARY 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. KEY RESPONSIBILITIES 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 QUALIFICATIONS 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 TRAVEL Limited Occasional on-site visits for key integration milestones — typically 0–1 trips per month Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

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