10+ Best HRMS Software Systems in 2025

The onboarding team was excellent and provided the support we needed to ensure a smooth transition. Paylocity simplified state registrations, saving the HR team a significant amount of time. Payroll accuracy was consistent, and we could rely on payroll being processed correctly and on time.

Paylocity was chosen because we needed a multi-state payroll provider, and it had the best reviews for accuracy in processing Pennsylvania payroll. We also required a provider to handle state registrations, and Paylocity offered this service.

Accuracy for Pennsylvania payroll was critical due to the extensive attention to detail and knowledge of complex local laws it requires. My first organization used Paylocity for two years, and my last organization used it for one year. Personally, I have used it for a total of three years.

Some of the most recent changes made the platform harder to use than it was before. The HRIS side of Paylocity was less user-friendly than I would have liked. Many self-service solutions were provided, and customer support could have been more helpful.

I have used other systems, and payroll accuracy was the key difference between Paylocity and tools like Zenefits. I would recommend Paylocity over any other system I have used.

When buying a payroll tool, it’s essential to consider the states or countries you need payroll services for and the provider’s accuracy in complying with state, local, or international payroll laws. It’s also important to evaluate the cost per employee or pay run and any additional charges, such as fees for same-day pay runs.

I believe some of Paylocity’s recent changes are holding users back. Reporting is not as straightforward as it used to be, making it confusing to locate reports or other information. The user interface could be improved to make it more intuitive.

Paylocity is ideal for multi-state organizations that need to maintain payroll compliance across all states.

It performs the basics well, including housing resumes and candidate data. It stores attachments from applicants. I know it offers other platform integrations, though my client did not use them.

I appreciated the opportunity to experiment with AI-powered JD creation; although it wasn't entirely accurate, it was worth exploring to make the most of the pay-per-member subscription.

I worked with this client for eight months. I think they had only used it for a little over a year when I joined. They primarily used Paycor not just as an ATS but for its full functionality across other HR departments. It helped streamline HR processes by providing an integrated solution. This reduced the need for multiple platforms and simplified data management.

The interface could be improved, as it affects ease of use. It doesn't look modern and is not user-friendly. A new user may need guidance to navigate the system. Once set up, the functions and workflows are not customizable.

You are also unable to edit candidate profiles. I am not sure if this was a limitation of my client's subscription or a general system restriction, but it was not a function I could use. The sourcing feature is clunky.

Boolean string searches do not work efficiently, and the candidate matches are inconsistent—some are good, others are far off. The system is not visually appealing, but I heard it is candidate-friendly.

I think Paycor has certain strengths, but if I had other options, it is not one I would recommend. It offers the same functions as other ATS systems, such as maintaining a central candidate database, storing employee files, providing initially customizable workflows, and offering platform integrations, but it does not have a clear advantage over other systems. This is one of my least preferred ATS systems.

Consider company size and budget. I think this system works well for small to mid-size organizations and lean TA teams that need AI assistance for generating job offers and drafting job descriptions.

It also requires a technically capable HR team to navigate and maximize its features. The interface reminds me of Oracle Taleo from 2015. If that style doesn't bother you, the tool is functional.

I don't believe I have had enough experience or exposure to comment on this, but I do know that AI-generated JDs are an area they are aiming to improve.

Small to mid-size organizations can benefit from Paycor.

I love the ease of use and the way it's laid out. I appreciate that there’s one place for all information. I also like that they have many useful tools, so as the company grows, they can adapt other features within their system (like performance evaluations, tracking, and learning management trainings).

Our company needed an HRIS system that would allow us to handle payroll, administer benefits, and provide compliance advice. We used Rippling for one year. The key benefit Rippling provided was a one-stop shop where everything could be tracked and kept together in one place, rather than having to visit different sites for various tasks (e.g., payroll, compliance, etc.). We were originally using an Excel file to track employee data. We switched to Rippling to store this data on their platform in a more secure and user-friendly way.

We used it as a PEO, and the health plans offered weren’t as competitively priced as if we had brought benefits in-house. Additionally, the benefit rates increased during open enrollment. I also dislike the $65 per employee, per month fee, which I find a bit steep.

Rippling is very comparable to other PEOs. What sets it apart is that they allow you to continue using their HRIS platform for HR, employee data tracking, and payroll even if your company decides to leave the PEO and bring benefits in-house. This flexibility is helpful, as it allows you to start with them as a PEO and transition to their standalone platform without searching for a new system, making the process easier.

The fees per employee per year are important to consider. If you’re in a period of rapid growth, make sure to account for expected new hires in your budget. You’ll also want to decide which features you’ll actually use. For example, we didn’t use their recruitment feature because we had a different system for that, but Rippling does offer a recruitment tool. The more features you use, the higher the cost, so be mindful of that.

I think their customer service improved from the time we started using them until we stopped. Initially, they didn’t have a designated rep for companies, so you had to go through their experts and didn’t always get the same person helping you, which could be frustrating. By the end of the year, we noticed improvements in their customer service, which was a positive development.

Rippling is great for any company with more than 10 employees. It’s ideal for small companies using a PEO, especially if employees are spread across multiple states. For larger companies that want to stop using a PEO and bring benefits in-house, Rippling is still very effective as an HRIS system for data tracking.

One of the best features is its payroll interface. As the head of HR, payroll reported directly to me and I found it easy to train my team members on the system so that I had multiple back-ups for payroll processing. Another great feature is the reporting capabilities. Additionally, the employee life cycle was exceedingly easy to manage from recruitment to termination. This made it simple to keep track of employee information and make necessary updates in a timely manner.

It was in place when I arrived. It was purchased to manage the employee life cycle and process payroll.

There were data migration errors when the systems were updated that required manual fixes. In addition, we often had to remind them of minimum wage changes in differing cities within Washington state. Finally, we had to hire a full time HR analyst to ensure data integrity.

They are extremely user friendly and the fly out for earnings are really easy to use to catch errors before they happen.

Some items to think about how you will use it to ease the transactional work on our team and to make sure you purchase all of the modules you need. You may want to consider consolidating your Payroll and HR Analyst positions after implementation.

They update their systems and user interface proactively to keep up with regulation and mini-wage changes.

Healthcare

• Bob was a fun and engaging HRIS that employees really enjoyed.
• It allowed a lot of interaction within the platform, and for people to get to know each other better.
• There was a surprising amount of customizability you could get from the system.

I used HiBob HRIS between 2019-2020. We unfortunately had to move off of BambooHR, and HiBob was the next best platform for our company of 250+ employees. During my time, we'd used it for about 1 year. It's a very people and engagement oriented HRIS that encourages a lot of opportunities to celebrate each other, interact around any announcements, and is very culture focused. The key benefit it provided was a culturally engaging HRIS that employees enjoyed using once they were trained on it.

• It had a lot of bugs and the server can be slow at times. Hopefully this issue has resolved over time.
• It's not an all-in-one platform, they encourage you to partner with other best in class payroll, time keeping, etc. systems.
• The UI looked great, but the UX was a bit clunky. For almost all processes, there was a lot of click through that had to be made and the experience was not very user friendly.

Bob excels at creating a people first and culture centric HRIS which most do not do. At most it's where you check for your payroll. However, we got a lot of great positive feedback around the platform itself. Around HR Processes though, they seemed to still be growing in functionality at the time (2019). They are integrated with a lot of the major brands / companies around payroll, timekeeping, etc. so it makes it easy to use across platforms.

• All-In-One Platform: If you're looking for an all in one platform, this won't be the best fit. However, if you're looking for a good culturally engaging HRIS this would be a good option!
• Onboarding -> Payroll -> Offboarding Workflow: It's important to think about where you're starting your employment/ onboarding workflow since it's not an all in one system. To avoid double work / entry, it's very important to map out where you want to include what data and how you can transfer that across platforms.

Bob was very hands-on and interactive throughout the implementation, training process. They've got an aggressive and extensive roadmap which is exciting. They receive feedback very well, and it was exciting to grow alongside the company and system because we did see things change rapidly within the system for the better.

I think Bob is best for <500 employee companies. It would also probably be better for companies who have a majority of salaried employees vs. hourly non-exempt. And also for a company that wants to use the best in class platforms for various parts of the people experience.

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

It makes training compliance much easier for us. It is good for large enterprise environments. It is highly customizable.

My organization bought SAP-Success Factors to use as an LMS tool. We've been using it for about 4 years. Prior to using SAP-Success Factors, getting our large pool of employees to complete mandatory training was difficult. Now we can create our own training content and manage its delivery much more easily. It also allows us to track compliance on training more easily.

It can be difficult to get the support we need from our SAP representative quickly. It is so customizable that it can be difficult to predict the effect of small changes to the software. The integration with reporting can be slow.

Success Factors is very robust and highly customizable, and that differentiates them from competitors.

You should consider the cost, and it can be prohibitive for smaller organizations. It is also so customizable that you will need someone on staff to become an expert to really use it to its fullest. It's also good to consider if you actually need a product this customizable or whether something more plug-and-play would work better for you.

We are constantly meeting with our SAP rep to tweak our setup. They are willing to work with us on this, but it is sometimes a lengthy process.

Success Factors is great for a large enterprise-level organization that needs highly customizable software.

I like the ease of the search feature in UKG. The knowledge center is very helpful. I appreciate how customizable the platform is.

UKG was selected before I joined the organization. From what I understand, the goal was to streamline processes and utilize an employee-facing platform. While the primary focus was on payroll, there was also an interest in electronic forms and digital onboarding of new hires. I have been using the software for one year. During that time, I have converted many processes to digital ones.

The interface is confusing and not very user-friendly. Processes such as checklists do not make sense. The integration with other platforms is lacking. Data cannot always be easily extracted from forms.

I feel other platforms like Rippling or ADP are more user-friendly. Their interfaces are more intuitive and less confusing. However, I do think UKG offers better support.

The biggest criterion is ease of use for the end user, which includes both administrators and employees. Integration, file feeds, and overall system ease are also important factors to consider. Make sure the tool can seamlessly integrate with existing systems and workflows.

I have not seen significant changes over the year I have been on the platform. There have been small rollouts, such as e-verify, which have been added to our account for free. These features are nice but not significantly impactful.

UKG is suitable for small but growing companies and entry-level HRIS users.

• It's centralised and easy to use, a new user can navigate it easily.
• Leave balance and leave approvals, pending etc makes it very easy and seamless.
• We get the exact working hours of each employee, work anniversary and birthdays too to send our best wishes.

We have been using Zoho People for the past couple of years. We needed a software tool for managing attendance, leaves, announcements, sharing docs etc, and Zoho People was the best option out there. We are happy so far. Recently we started using the check-in and check-out reminder options too.

• Sometimes employees face the issue of not being able to log in and out due to the website being down.
• It's a bit expensive.
• We can not have calls through it.

• They should check out all the services provided if it covers all of their needs.
• The budget should also be considered as the platform can be a bit expensive but it is worth it.
• I would suggest having a go at the free trial to be sure.

Yes it keeps adding new features and the user interface has become seamless over the years. Great work.

Companies with a hybrid work mode; you can track the log-in and log-out locations if needed.

I really liked the fact that our staff, who had never used any kind of HRIS before, was able to pick up on this so easily and didn't have trouble or need intensive instruction. I also liked the degree to which they were able to solve problems and access information on their own. I also felt the onboarding features were robust and easy to use.

At the time we switched to Namely we didn't have an HRIS and were manually doing everything from onboarding to payroll. Since we were growing, we needed a proper system. It definitely made things like reporting and providing employee data far more efficient and accurate. Also, the onboarding process was easy and saved a lot of time and prevented overlooked details and errors. The staff also liked using it and clocking in and out became easier with fewer mistakes. Once it was all set up, running payroll, making payroll changes, and accessing payroll records was much faster, easier and problems became rare. I used it for a year.

When I needed customer service, it wasn't the best I have ever experienced or the quickest, with a lot of different representatives involved of varying knowledge and understanding. I think better built in help resources would improve the product overall. I didn't find the benefits administration easy to use either.

I have used many similar tools and feel like Namely is a solid system compared to similar products. I don't think it is the very best, as it did lack some features such as an ATS, but for a smaller company these may not be as needed. The ease of use was a bit better than others, but the customer support needed improvement. Overall, I was happy with it.

People should consider what features they may need, and compare them to similar tools, since there are similar products with more features. Also, they should consider the size of the company, since Namely is best for small to medium sized organizations. If people are without any kind of tool like this, they should consider the cost involved is worth the many efficiencies they will gain from employing Namely.

In the time I used Namely, I think they did improve the customer service somewhat, which was a problem in the beginning. This is important because the work done in Namely is often time sensitive, such as payroll, and problems can have a major impact on staff, so customer service is critical.

I think this is perfect for small companies with employees who need an easy-to-use tool. It is great for companies who have never used a system like this before because the user interface is very intuitive.

I have found BambooHR to be simple in its design for a user-friendly approach. Also, with an average cost of $17 per employee (flat rate for more employees) it's saved both time and money.

Everything our small company needs is available in one platform, which is nice not to have to "hop around" to other platforms.

We are a small company that could not afford to hire an entire human resources department. Also, we wanted to move to a platform to house, e.g., employee records, track hiring processes, and data management. BambooHR was a way for us to accomplish these goals at a reasonable price and brought the company into the 21st century!

We used this platform for a couple of years for our benefits enrollment, administration, and hiring processes. It was user-friendly for our employees.

BambooHR has "add-on" features that can drive up the costs. The "straightforward" (i.e., limited) features may not be suitable for mid-to large-scale businesses. BambooHR has had its challenges with year-over-year capabilities.

BambooHR is user-friendly and great for small businesses. It is a "pay as you need" in its features, so you don't have to buy the entire package, if you will.

A careful analysis of your business needs from an HR perspective is required. For instance, how many employees do you have, what are your challenges in the HR realm (e.g., multiple systems for each function), and how much can you afford. This is a feature-based platform and can be helpful for any-sized business (smaller is my suggestion) to select what you need based on affordability.

BambooHR has become more user-friendly with more options.

BambooHR is good for a small business, based on cost and options it offers.