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Background: Mergers and acquisitions (M&A) are widely adopted strategic initiatives for achieving business growth, operational efficiency, market expansion, and competitive advantage. However, many post-merger integrations fail to realize their expected benefits due to challenges associated with workforce integration, cultural differences, employee uncertainty, and talent attrition. Human resource (HR) integration has therefore become a critical factor influencing the success of organizational mergers. Objective: This case study aims to examine the key success factors contributing to effective post-merger HR integration, with particular emphasis on cultural alignment, talent retention, change management, and data-driven workforce management practices. Case Organization/Context: The study focuses on a medium-to-large enterprise that underwent a strategic merger to expand its market presence and improve operational capabilities. Following th e merger, the organization faced challenges related to cultural integration, employee engagement, communication, and retention of key talent. Methodology: A descriptive case study approach was adopted using multiple sources of evidence, including employee surveys, HR performance records, organizational reports, and interviews with managers and HR professionals. The collected data were analyzed using a data-driven HR integration framework to evaluate workforce outcomes and integration effectiveness. Key Findings: The findings reveal that cultural alignment, leadership communication, employee engagement, and targeted talent retention strategies significantly contributed to successful workforce integration. The implementation of HR analytics enabled early identification of retention risks and supported evidence-based decision-making. Improvements were observed in employee satisfaction, workforce stability, and retention rates during the integration process. Practical Implications: The study highlights the importance of combining human-centered leadership practices with workforce analytics to manage organizational change effectively and reduce post-merger disruptions. Conclusion: Successful post-merger HR integration requires a balanced approach that integrates cultural alignment, employee engagement, talent retention, and data-driven HR management. Organizations adopting these practices are better positioned to achieve sustainable integration outcomes and long -term organizational success.