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Background: Human resource integration is one of the most critical determinants of success in mergers and acquisitions (M&A). Despite strategic and financial synergies, many post-merger initiatives fail due to cultural conflicts, employee uncertainty, talent attrition, and ineffective change management practices. Organizations increasingly require data-driven approaches to manage workforce integration and maintain organizational stability during transformation. Objective: This study proposes a data-driven framework for post-merger HR integration, focusing on cultural alignment, talent retention, workforce stability, and change management effectiveness. The research aims to identify the key success factors that contribute to sustainable organizational integration following mergers and acquisitions. Methodology: A comprehensive review of post-merger integration literature, HR analytics practices, and organizational change management models was conducted. The proposed framework integrates employee engagement metrics, retention indicators, cultural compatibility assessments, leadership communication effectiveness, and workforce performance analytics to evaluate integration outcomes. Results: The findings indicate that early cultural assessment, transparent communication, leadership alignment, employee engagement monitoring, and predictive retention analytics significantly improve post-merger integration outcomes. Organizations adopting data-driven HR strategies reported lower voluntary turnover, faster cultural adaptation, improved employee satisfaction, and enhanced operational continuity. The framework also highlights the importance of continuous workforce monitoring and targeted intervention programs for high-risk employee segments. Conclusion: Successful post-merger integration requires a balanced combination of strategic HR leadership, cultural alignment initiatives, and analytics-driven decision-making. The proposed framework provides organizations with a structured approach to managing workforce transitions, minimizing talent loss, and achieving long-term organizational stability and value creation in M&A environments