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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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 […]

10 Dec 2025

by Michelle Henderson Permalink

Merit Review Implementation: The Complete HR Director’s Guide to Running Your Annual Cycle

Posted on December 10, 2025 (December 19, 2025) by Michelle Henderson

The Merit Review Trap Most HR Directors Fall Into Your finance team just approved a 3.5% merit budget. Managers are already asking when the cycle opens. Your HRIS doesn’t talk to your performance system. And you’ve got exactly six weeks to deliver increases to 800 employees without creating pay equity lawsuits or budget overruns. Sound […]

09 Dec 2025

by Alex Morgan Permalink

Salary Survey Selection: A Strategic Framework

Posted on December 9, 2025 (December 19, 2025) by Alex Morgan

Salary survey selection framework matrix displaying talent competition, data quality, use case alignment, and geographic precision as evaluation dimensions for compensation benchmarking

Every compensation leader has asked the wrong question: “Which salary survey should I buy?” The real question demanding an answer is: “What strategic decisions drive my data requirements, and which surveys actually deliver against those needs?” Survey selection reveals your compensation philosophy, validates your talent competition, and exposes whether you understand what you’re truly measuring. […]

08 Dec 2025

by Austin Schleeter Permalink

Are You “Out of Office” – or Out of Clarity? Why the Holiday Season Exposes How Little We Understand Our PTO Policies

Posted on December 8, 2025 (December 19, 2025) by Austin Schleeter

Illustration showing a December calendar, clocks, PTO icons, and policy checkmarks representing holiday time-off planning and PTO policy clarity.

The inbox says, “I’ll be offline.”The calendar says, “OOO.”And the brain says, “Wait… am I using PTO, a floating holiday, sick leave, or something else entirely?” Every December, conversations about time off surge. Employees submit last-minute requests, managers scramble to balance coverage, and HR teams brace for the annual wave of “What policy applies here?” […]

02 Dec 2025

by Austin Schleeter Permalink

Benchmarking Salaries in a Competitive Market: Strategies for Attracting Top Talent Without Breaking the Bank

Posted on December 2, 2025 (December 19, 2025) by Austin Schleeter

Salary data comparability decision matrix showing seven evaluation criteria for compensation benchmarking with color-coded outcomes for high confidence, use with caution, and exclude from analysis

Ever wonder why two seemingly identical jobs at different companies can pay $20,000 apart? You’re three months into your compensation analyst role, and your hiring manager just asked you to price a new Marketing Manager position. You pull up three salary surveys, search Google for “Marketing Manager salary,” and get numbers ranging from $68,000 to […]

01 Dec 2025

by Stacy Fenner Permalink

Compensation Planning Clarity: Your 2026 Decision Framework

Posted on December 1, 2025 (December 19, 2025) by Stacy Fenner

Compensation planning clarity framework flowchart showing five diagnostic questions leading to three organizational categories and recommended action paths for 2026.

Manual compensation planning can consume hundreds of HR hours per cycle, yet 44% of employers still cite compensation as their top unresolved challenge. The problem isn’t effort—it’s focus. Spreadsheet errors multiply, managers lack confidence in pay decisions, and strategic priorities get buried under administrative noise. The 2026 planning cycle demands something different: compensation planning clarity […]

25 Nov 2025

by Stacy Fenner Permalink

Ask Better Questions: The Leadership Skill That Transforms Performance Conversations

Posted on November 25, 2025 (December 19, 2025) by Stacy Fenner

Venn diagram showing involvement, understanding, and clarity overlapping to illustrate how asking better questions leads to effective performance conversations.

As a leader, have you ever rushed to solve a problem, give an answer, or outline a plan of attack? If so, you’re not alone. HR professionals, compensation teams, and people leaders want to support others. They aim to guide, reassure, and advance the work. Yet this instinct often leads us to skip one critical […]

24 Nov 2025

by Austin Schleeter Permalink

When “Professional” Doesn’t Mean What You Think: Untangling the DOE Degree Ruling and FLSA Confusion

Posted on November 24, 2025 (December 19, 2025) by Austin Schleeter

Scales balancing academic degrees on one side and compensation on the other, symbolizing the difference between educational classifications and the learned professional exemption under FLSA.

Disclaimer: This article is for informational and educational purposes only and should not be considered legal advice. FLSA classifications depend on specific job duties, salary tests, and jurisdictional guidance. Organizations should consult legal counsel or the Department of Labor for guidance on their unique situations. For HR and compensation teams, few things create anxiety faster […]