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 SummaryThe 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 ResponsibilitiesEmployee Impact ModelingBuild 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 schedulesCommissions, bonuses, and variable pay structuresHSA/FSA employer contributions and eligibility differencesAny other benefit or compensation element that differs materially from Meriton’s standard programsProduce aggregate impact summaries: total population-level cost shifts, benefit wins, and areas of concern; equip the Director for executive and leader conversationsFlag individual outliers: employees who experience meaningful negative financial impact that may require exception handling, retention attention, or targeted communicationVisualize 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 conversationsUpdate impact models as integration decisions are finalized, ensuring the analysis always reflects the current plan rather than a point-in-time snapshotRoster Intake & NormalizationCollect, validate, and normalize employee data from acquired companies: names, titles, compensation, pay type, deductions, org structure, and eligibility fieldsBuild and maintain standardized intake templates; drive acquired companies to deliver complete, accurate data on scheduleProduce import-ready files for ExponentHR onboarding loadsProgram MappingOwn and maintain integration mapping workbooks across all active acquisitions:Job titles to Meriton job architecturePay elements: commissions, bonuses, allowances, differentialsDeductions and eligibility fields to Meriton structuresPTO and holiday plans: accruals, caps, carryover, and payout treatmentQA, Reconciliation & ControlsOwn all pre- and post-go-live QA: data validation, post-load HRIS checks, first-payroll variance reconciliation, deduction audits, and PTO balance auditsMaintain readiness gate checklists and QA evidence so Day 1 and Payroll 1 go/no-go decisions are objective and documentedTrack defects and root causes to closure; apply lessons to improve templates and processes for future acquisitionsHRIS System ExponentHR ExecutionExecute HRIS onboarding tasks: data loads, org and manager structure, role and access setup, and onboarding workflow configurationPartner with Meriton’s HRIS expert on configuration decisions; own execution and post-load validationReporting & ScorecardsMaintain per-acquisition integration scorecards: data readiness, mapping completion, QA status, open risks, and milestone progressContribute structured data to Power BI reporting that feeds the Director’s executive dashboardQualificationsRequired4+ years in HR analytics, compensation analysis, total rewards, HRIS, or a comparable data-intensive HR operations roleAdvanced Excel proficiency: complex modeling, scenario analysis, conditional logic, pivot tables, and structured mappingDemonstrated ability to build employee-level financial models that translate program differences into individual and aggregate dollar impactsExperience visualizing data for non-technical audiences: charts, dashboards, and summary formats that drive decisions rather than sit in a folderStrong written communication skills for translating model outputs into clear narratives and risk flagsDemonstrated ability to manage sensitive employee data with precision and strict confidentialityProficiency with Microsoft 365: Excel, Teams, SharePoint, OneDrive; Power BI experience strongly preferredPreferredExperience in total rewards analysis, benefits benchmarking, or compensation modeling across company transitionsExperience supporting HRIS implementations or integrations; ExponentHR experience is a strong plusFamiliarity with benefits plan structures (medical, PTO, leave, HSA/FSA) and how they translate to employee costExposure to M&A integration, multi-company HR environments, or acquisitive organizationsExperience with Power BI, Tableau, or comparable data visualization toolsTRAVELLimitedOccasional on-site visits for key integration milestones — typically 0–1 trips per monthEmployment 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.