SimplyMerit is cloud-based compensation management software created by MorganHR that simplifies merit planning, bonuses, and equity grants with real-time collaboration, HRIS integration, and Total Rewards Statements. Most organizations go live in 5 days.

How does SimplyMerit integrate with our HRIS?

SimplyMerit integrates seamlessly with ADP, Paylocity, BambooHR, and other major HRIS platforms through secure API connections. Employee data syncs automatically to eliminate manual updates.

How long does SimplyMerit implementation take?

Most organizations are live in 5 days with our Live in Five implementation process. This includes setup, data migration, and team training.

Can SimplyMerit handle bonuses and equity grants?

Yes. SimplyMerit handles merit increases, bonuses, spot awards, promotions, equity grants, and other variable compensation types in one platform.

What makes MorganHR different from other compensation consultants?

MorganHR combines expert compensation consulting with SimplyMerit software. Every client gets ongoing access to our compensation consultants, not just a software helpdesk. We provide both strategic guidance and powerful tools.

Blog - MorganHR

05 Feb 2026

by Laura Morgan Permalink

AI-Driven Layoffs: Rethinking Job Design and Workforce Philosophy Before the Next RIF

Posted on February 5, 2026 (February 5, 2026) by Laura Morgan

Infographic showing AI workforce restructuring: corporate proxy statements promoting AI efficiency contrasted with layoff notices, highlighting 30 companies citing AI efficiency and 11 announcing workforce reductions totaling over 62,000 jobs.

The Brutal Math Behind Corporate AI Optimism Amazon cut 16,000 corporate roles, citing AI investments and efficiency. Salesforce eliminated 4,000 customer service positions because “I need less heads with AI,” according to their CEO. Nestle announced 16,000 job cuts to automate processes. These aren’t outliers—they represent a coordinated shift across industries where AI workforce restructuring […]

02 Feb 2026

by Alex Morgan Permalink

The Shakespeare Compensation Paradox: When ‘They Love It Here’ Becomes Your Retention Liability

Posted on February 2, 2026 (February 6, 2026) by Alex Morgan

A 2x2 matrix showing four employee retention states based on culture strength (strong to weak, vertical) and compensation competitiveness (competitive to below-market, horizontal). Quadrants are labeled Retention Fortress, Ticking Time Bomb, Transactional Retention, and Immediate Crisis, each with a brief description.

“Our employees like the mission—we can’t afford to pay more. They appreciate what we do here.” If you’ve said this to yourself, your board, or your finance team, you’re implementing a retention strategy with a predictable expiration date. Understanding that timeline helps you decide whether to course-correct before or after losing your strongest performers. Shakespeare […]

30 Jan 2026

by Austin Schleeter Permalink

Performance-Based Pay Models: Aligning Rewards with Business Goals to Boost Employee Engagement

Posted on January 30, 2026 (January 27, 2026) by Austin Schleeter

Performance-based pay models framework showing alignment between business objectives and employee incentive structures

Organizations often introduce performance-based pay models as a way to motivate employees and reinforce accountability. Employees, however, experience it far more personally—through performance reviews, merit increases, bonus payouts, and compensation conversations that shape how they interpret fairness, opportunity, and trust. When HR leaders align performance-based pay with business goals and implement it with discipline, these […]

28 Jan 2026

by Laura Morgan Permalink

Merit Cycle Errors: HR Horror Stories When Spreadsheets Become Crises

Posted on January 28, 2026 (January 30, 2026) by Laura Morgan

When Spreadsheet Errors Become Career-Defining Moments You’re staring at your screen at 11 PM, three days before board approval, when you notice it: a single grade classification error that just cost your top performer $18,000 in equity. Your stomach drops. Tomorrow morning, you’ll stand in front of the C-suite and explain how merit cycle errors […]

28 Jan 2026

by Michelle Henderson Permalink

High-Performer Differentiation: Merit Increases and Incentives in 2026

Posted on January 28, 2026 (January 30, 2026) by Michelle Henderson

High-performer differentiation podium with gold silver bronze trophies merit stars and budget performance graphs

The war for top talent doesn’t end after the hire. In 2026, employers face a key challenge: merit increase budgets have settled at 3.2% (including zeros for some employees), with total salary increase budgets reaching 3.5%. This marks three straight years of normal pay growth after the post-pandemic surge. Yet high performers still expect real […]

27 Jan 2026

by Alex Morgan Permalink

Caregiving Compensation Trends: Family Leave Expansions for 2026

Posted on January 27, 2026 (January 27, 2026) by Alex Morgan

Caregiving hands encircling family members with leave calendars and benefits packages illustrating caregiving compensation trends

Caregiving compensation trends are redefining how HR Directors structure total rewards packages in 2026. Specifically, family leave expansions and eldercare support have evolved from compliance checkboxes into business performance tools. Consequently, these benefits reduce CFO overhead while boosting CEO talent retention. As workforce needs shift and caregiving duties intensify, smart pay strategies now embed family […]

26 Jan 2026

by Michelle Henderson Permalink

AI Regulation in Employment: Implications for Compensation Equity

Posted on January 26, 2026 (January 26, 2026) by Michelle Henderson

AI employment regulations require human oversight and accountability in automated compensation decisions

AI employment regulations arrive in 2026 not as theory but as reality. Moreover, HR Directors face tight timelines to audit AI systems, document decision logic, and rebuild compensation processes. Previously, these processes operated in regulatory gray zones. Additionally, multiple states implement overlapping mandates between January and August 2026. As a result, this creates complexity that […]

23 Jan 2026

by Austin Schleeter Permalink

Rising Healthcare Costs: Rethinking Benefits in Compensation Design

Posted on January 23, 2026 (January 27, 2026) by Austin Schleeter

Healthcare cost graph showing strategic cost control through benefits compensation redesign with medical icons

Rising Healthcare Costs: Rethinking Benefits in Compensation Design Healthcare benefits compensation design has become the most urgent CFO talk in 2026. In fact, employers project healthcare cost increases between 8% and 10% this year, according to SHRM research from late 2024. Furthermore, these rises threaten pay budgets and squeeze profit margins. As a result, HR […]

22 Jan 2026

by Laura Morgan Permalink

Tax Treatment Changes for Wages and Benefits in 2026

Posted on January 22, 2026 (January 27, 2026) by Laura Morgan

2026 tax changes in compensation diagram showing IRS form converting to optimized benefits with savings icons

Navigating IRS Updates for Maximum Value: Strategic Tax Planning That Delivers CFO Savings and CEO Flexibility Federal tax treatment of wages and benefits determines compensation costs. Additionally, it determines how much employees actually receive. When tax rules shift, the calculus changes dramatically. Recently, the IRS released inflation adjustments and law updates for tax year 2026. […]

21 Jan 2026

by Michelle Henderson Permalink

Employee Engagement Through Total Rewards

Posted on January 21, 2026 (January 23, 2026) by Michelle Henderson

Employee engagement rewards benchmarks showing team celebrating achievements with performance charts

The Engagement-Rewards Disconnect Employee engagement rewards represent the most misunderstood investment in modern HR strategy. Most organizations increase total rewards spending by 8–12% annually. Nevertheless, employee engagement scores stagnate or decline. According to Gallup’s State of the Global Workplace 2024 report, only 23% of employees globally are engaged at work. Additionally, U.S. engagement sits at […]