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.

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20 Jan 2026

by Alex Morgan Permalink

Leveraging Workforce Analytics for Strategic Compensation Forecasting

Posted on January 20, 2026 (January 23, 2026) by Alex Morgan

HR professionals analyzing workforce analytics compensation forecasting data displayed in holographic dashboard with predictive charts, graphs, and trend visualizations in glowing blue

CFOs watch every budget line. Meanwhile, CEOs demand agility in talent deployment. At the same time, HR Directors face mounting pressure to predict workforce costs with precision while keeping competitive pay structures. Workforce analytics compensation forecasting bridges this gap. In fact, it changes compensation planning from reactive budgeting into strategic performance investment. Unfortunately, traditional spreadsheet-based […]

19 Jan 2026

by Austin Schleeter Permalink

2026 Minimum Wage Increases: HR Compliance Guide

Posted on January 19, 2026 (January 23, 2026) by Austin Schleeter

Infographic showing upward arrow on clock face overlaid with U.S. map showing 2026 minimum wage increases by state, with calendar, gavel, and wage icons

Your CFO just asked for Q1 labor forecasts. At the same time, 2026 minimum wage increases across 19–22 states took effect on January 1, creating immediate compliance challenges for every HR leader with workers in multiple states. Consequently, each organization faces the same challenge: How do you keep pay fair, meet union deals, stay competitive […]

16 Jan 2026

by Alex Morgan Permalink

Flexible Work’s Impact on 2026 Compensation Packages

Posted on January 16, 2026 (January 23, 2026) by Alex Morgan

Flexible work compensation planning with HR professionals using laptops in hybrid office environment with dollar signs and percentage symbols flowing between workspaces

Flexible work compensation packages have become the defining challenge for HR Directors navigating 2026’s evolving workplace. Companies face mounting pressure to design pay strategies that handle remote premiums, location-based pay adjustments, and hybrid work models while maintaining budget discipline and competitive positioning. As a result, traditional pay structures designed for central workforces no longer align […]

15 Jan 2026

by Stacy Fenner Permalink

HR Learned Helplessness: How Your HR Team Creates Organizational Dependency

Posted on January 15, 2026 (January 15, 2026) by Stacy Fenner

Diagram illustrating HR learned helplessness through dependency model versus conflict-capable peer-to-peer resolution

Your manager walks into your office with a problem: Two team members aren’t speaking to each other. Deliverables are slipping. The tension is visible in every meeting. What does your manager do? If you’re like most organizations, the answer is: “Escalate to HR.” And that’s the problem—a pattern of organizational dependency that creates what psychologists […]

14 Jan 2026

by Laura Morgan Permalink

Skills-Based Pay: Redefining Compensation Structures for 2026

Posted on January 14, 2026 (January 23, 2026) by Laura Morgan

Skills-based compensation ladder showing competency icons leading to balanced pay scale with diverse professionals advancing

Skills-Based Compensation: Redefining Pay Structures for Performance and Equity Estimated Reading Time: 4 minutes This article explores the concept of skills-based compensation and its impact on today’s workforce. Skills-based compensation is replacing traditional degree requirements as the smart way to structure pay in 2026. Companies paying top dollar for degrees rather than actual abilities are […]

13 Jan 2026

by Michelle Henderson Permalink

Mental Health Benefits: Integrating Wellness into Total Rewards for 2026

Posted on January 13, 2026 (January 20, 2026) by Michelle Henderson

Illustration of brain made of wellness elements showing mental health benefits integration in total rewards programs

Your CFO just handed you the turnover report. Notably, three high performers left in Q4—each citing burnout. As a result, replacement costs hit $180,000. Meanwhile, your CEO wants sustained output without ballooning headcount. Therefore, the answer isn’t another pizza party. Instead, it’s embedding mental health benefits into your total rewards framework as a capitalist tool […]

12 Jan 2026

by Austin Schleeter Permalink

2026 Compensation Strategies for a Softening Labor Market

Posted on January 12, 2026 (January 20, 2026) by Austin Schleeter

2026 compensation strategies showing labor market softening wave converting to targeted pay adjustment arrows across tech healthcare and finance industries

Labor markets are cooling after years of rapid wage growth, and HR Directors now face a critical turning point. In fact, blanket raises and signing bonuses that worked during talent shortages now threaten margins without giving returns. As a result, the shift demands surgical 2026 compensation strategies that protect top workers while cutting spend across […]

09 Jan 2026

by Laura Morgan Permalink

Personalized Benefits Trends: Tailoring Compensation for Financial Wellness

Posted on January 9, 2026 (January 23, 2026) by Laura Morgan

Tailor customizing benefits suit with financial wellness icons for employee retention, personalized benefits trends

Budget-conscious HR directors face a brutal reality in 2026. Consequently, base pay budgets remain flat while employees demand more support for rising costs. Traditional one-size-fits-all benefits packages no longer deliver the retention power they once did. Instead, personalized benefits trends offer a smarter path forward, allowing firms to boost impact without raising overall spend. Financial […]

08 Jan 2026

by Michelle Henderson Permalink

Pay Transparency Laws Expanding in 2026: Best Practices for Compliance

Posted on January 8, 2026 (January 23, 2026) by Michelle Henderson

Pay transparency compliance map showing 2026 salary disclosure regulations across sixteen states plus Washington DC with HR professionals reviewing compensation ranges

Your HR inbox just pinged again. Another state legislature passed pay transparency requirements, and you’re scrambling to figure out what salary ranges to post for that regional manager role closing next week. The challenge? Your compensation data lives across seventeen different spreadsheets, each showing slightly different numbers for the same positions—making pay transparency compliance nearly […]

07 Jan 2026

by Alex Morgan Permalink

AI in Compensation: How Agentic AI Will Transform Pay Decisions in 2026

Posted on January 7, 2026 (January 23, 2026) by Alex Morgan

AI in Compensation: Agentic AI robotic hand balancing pay equity scale with data streams and HR documents for equitable compensation pay decisions in 2026

The Compensation Revolution Happening Right Now To start, your compensation committee just spent three hours debating merit increases for 200 employees—a familiar pain point in traditional compensation planning that agentic AI compensation is now changing. Meanwhile, spreadsheets multiplied across email threads. Managers defended their favorites. Pay equity concerns hovered quietly over every decision. By the […]