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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04 Jan 2026

by Alex Morgan Permalink

Grab a BEER: The Framework That Fixes Relationships Before They Break

Posted on January 4, 2026 (January 15, 2026) by Alex Morgan

BEER framework diagram showing four components for difficult workplace conversations

Your best project manager just posted something inflammatory on LinkedIn. A colleague you’ve known for years stops responding to your messages after a heated political thread. Three managers avoid giving performance feedback because “it feels awkward.” Meanwhile, talent walks out the door because no one had the courage to have one clear conversation. HR Directors […]

03 Jan 2026

by Laura Morgan Permalink

Pitches vs. Recommendations: The Framework Compensation Leaders Must Master

Posted on January 3, 2026 (January 15, 2026) by Laura Morgan

Compensation pitch recommendation comparison diagram showing visual differences between pitching transformation and recommending choices for HR leaders

Compensation professionals face a persistent credibility gap. Finance respects you for budgets. Operations tolerates you for compliance. Yet when strategic decisions happen, you’re often sidelined. The reason? Most compensation leaders present everything as recommendations—safe, data-backed, consensus-driven advice. Meanwhile, transformative compensation strategies require pitches that inspire investment and commitment. This distinction matters more as AI eliminates […]

02 Jan 2026

by Michelle Henderson Permalink

Pay Transparency Beyond the Numbers: How Leaders Can Navigate Pay Conversations With Confidence

Posted on January 2, 2026 (January 5, 2026) by Michelle Henderson

Business leader facilitating employee engagement discussion with diverse team in modern office setting

Intentional Pay Conversations Beyond the % If you’re a leader today, pay conversations are no longer annual events. They show up in one-on-ones, career check-ins, hallway conversations, and sometimes without warning. With AI, employees can look up their perceived “worth” with a single keystroke, which often leads to challenging questions leaders didn’t plan for. Questions […]

01 Jan 2026

by Austin Schleeter Permalink

Navigating 2026

Posted on January 1, 2026 (January 15, 2026) by Austin Schleeter

HR professionals planning 2026 compensation priorities with strategic frameworks against backdrop of economic uncertainty and dawn cityscape

Economic turbulence continues to reshape how organizations approach compensation strategy. HR Directors entering 2026 face a familiar paradox: flat salary budgets colliding with intensifying retention pressures. While economists debate recession timing and the Federal Reserve calibrates interest rates, compensation leaders must build resilient frameworks. The organizations that thrive won’t be those with the largest budgets. […]

Professional Networking Conversations Have Quietly Disappeared

Posted on December 22, 2025 (December 22, 2025) by Stacy Fenner

Professional networking conversations used to happen naturally. They happened over conference coffee, during vendor briefings, and through trusted peer calls that never required an agenda. However, something fundamental has shifted. Today, many HR leaders feel isolated despite being “connected” to thousands of people online. Peer networking has not vanished because leaders stopped caring. Instead, it […]

19 Dec 2025

by Michelle Henderson Permalink

When Your Outside Sales Team Isn’t Outside Anymore: The FLSA Exemption Problem

Posted on December 19, 2025 (December 19, 2025) by Michelle Henderson

outside sales exemption requirements showing traditional in-person customer meetings versus remote video conference selling from home office

Key Takeaways The outside sales exemption requires employees to work primarily at customer locations, not from home Remote selling via Zoom and phone doesn’t qualify as “outside sales” under FLSA rules Misclassified sales teams can create overtime liability of $1M+ for mid-sized companies Companies should audit sales roles immediately if reps spend less than 60% […]

18 Dec 2025

by Laura Morgan Permalink

Most Compensation Professionals Can’t Research—And It’s Costing Them Credibility

Posted on December 18, 2025 (December 19, 2025) by Laura Morgan

Four-level compensation research knowledge hierarchy showing progression from unverified rumors to verified facts with percentages and examples for each level

Your Chief Financial Officer asks a simple question: “Why does this position pay $85,000 when the survey shows $78,000?” This question often arises due to variations in compensation research methods. You confidently cite your source. Then she pulls up a different survey showing $92,000. Now she’s questioning everything you’ve presented for the past year. Welcome […]

15 Dec 2025

by Michelle Henderson Permalink

Compensation Data Analytics: Turning Pay Decisions Into Strategy

Posted on December 15, 2025 (December 19, 2025) by Michelle Henderson

Illustration showing fragmented compensation data transforming into a clear analytics dashboard that supports informed compensation decisions

Compensation planning keeps getting harder. Pay transparency laws increase scrutiny. Labor markets remain relatively tight despite some cooling. Leaders want faster answers with fewer surprises. Yet many HR teams still rely on spreadsheets held together by hope and version control. This pressure is exactly where compensation data analytics matters. When HR teams apply compensation data […]

12 Dec 2025

by Neil Morgan Permalink

AI Compensation Management: Streamline Merit Increases & Bonus Planning

Posted on December 12, 2025 (December 19, 2025) by Neil Morgan

Illustration of HR managers in a modern office using AI for compensation planning, balancing strategy and compliance with elements like charts, the Clarity Compass Method diagram, performance metrics clipboard, scales for equity, and lock icons for privacy.

The Compensation AI Paradox Every HR Director Faces Right Now Your managers are already using ChatGPT for AI compensation management to plan merit increases. They’re pasting performance notes into AI tools, asking for raise recommendations, and drafting compensation rationales. Recent data shows 60% of managers now rely on AI for personnel decisions including raises[1], yet […]

11 Dec 2025

by Laura Morgan Permalink

Pay Transparency Laws 2026: Stop Scrambling, Start Leading

Posted on December 11, 2025 (December 19, 2025) by Laura Morgan

Framework comparing minimum pay transparency compliance versus strategic compensation structure building with six-month outcome projection showing 300-400% cost differential

Your January deadline isn’t a compliance problem. It’s a structural problem. Every HR leader calling us right now sounds the same: “We need to post salary ranges by January 1st, and we don’t even know if our job titles make sense.” They’re treating pay transparency like a posting requirement. It’s not. It’s a forcing function […]