Best Payroll And HR Software (2024)

The interface is user-friendly. Benefits deductions are seamlessly integrated with payroll processing. I appreciate how support tickets are efficiently tracked within Gusto.

Our small business needed a cost-effective payroll solution, and Gusto provided an affordable option. We've been using it for just under a year to manage payroll for our two employees. We also needed a solution for direct 401k deductions from our payroll, which has allowed us to save on taxes with pre-tax deductions.

I am not pleased that the support team seems to be outsourced outside of the USA, which occasionally makes me question the accuracy of the information provided. Also, I wish I didn't have to use one of their partners to integrate our 401k plan.

Gusto's interface is superior to many competitors with its ease of use and straightforward setup. It intuitively understands my needs without requiring setup in multiple areas to achieve the desired functionality.

Gusto might not be ideal for larger companies. It can be challenging to manage frequent payroll changes due to the platform's complexity in this area.

Since I am relatively new to using Gusto, I am not familiar with its historical changes or updates.

Gusto is very well-suited for small businesses with fewer than 20 employees.

The mobile feature of this system is a great convenience for managers and employees alike, as it enables them to easily access on the go. The user interface is visually appealing and easy to navigate, which makes it a pleasure to use on a daily basis. In addition, the reporting functionality is simple and intuitive, and the customer service team is highly responsive and helpful in case of any issues or questions.

Our company was struggling with the hiring process and needed a more efficient and cost-effective solution than our current system. We needed a system that would help us manage job postings, resumes, candidate communication, and applicant tracking in one place. We also wanted a solution that would integrate with other HR tools we were using, such as our payroll system. Paycor provided us with a cost-effective and comprehensive solution that helped us improve our recruitment process and streamline our HR operations. It helped us save time, reduce costs, and improve our hiring outcomes. I have used Paycor for 3+ years.

I think the ATS function was better when it was under Newton, but since it was acquired by Paycor, it has taken some time to adjust to the changes. I also wish it was capable of serving larger organizations to compete with iCIMS or Workday.

Paycor stands out from its competitors due to its user-friendly interface, customizable features, and seamless integration with other HR tools like payroll systems which is why I prefer Paycor.

When purchasing a tool like Paycor, people should consider important criteria such as the software's integration capabilities, installation process, security features, customer support, available features, and pricing. These factors can help individuals make an informed decision and choose a software solution that best fits their needs and budget.

The beauty of using this system has been that you are grandfathered in from the time you purchase the tool. Which means as they continue to update the system with innovative functions they do not charge extra.

I think it's excellent for small to mid-size organizations

Pro one: The system is easy to use and learn. Pro two: It can grow with your organization and accommodate a range of different employer sizes. Pro three: It has mobile functionality, allowing employees and administrators to access leave requests or review documents via a mobile app.

The organization already had PlanSource, which was owned by UKG. We expanded the use of the product since it already housed our HRIS and payroll information. It is fairly inexpensive with many add-on options, making it a good option for growth, which the company was experiencing. At that time, we had approximately 300 employees with plans to grow to 500.

Con one: UKG is fairly basic compared to other products I've used (ADP, Paychex, Workday). There are no big bells and whistles, but it gets the job done. Con two: You will have to pay a significant amount for full functionalities of the products if needed. I don't have cons other than these.

UKG offers a wide range of products, making it a good option for growing employers that don't have a lot of needs initially but will as they grow. Their backend helpdesk is also helpful because you can contact a person on many issues versus submitting a request/ticket for assistance and waiting for a response.

Consider your initial needs and your growth potential. If you have fewer than 100 employees, you can find other services that are more economical. If you plan to grow to a few hundred employees and beyond, this is a good long-term investment.

They are continually expanding their options. As previously mentioned, they have nice app capabilities. They also, like any other HRIS service, are continually adding or enhancing their offerings, such as benefits services, carrier feed setups, and reporting options.

UKG is a good fit for any private sector employer with 100 or more employees. I would not recommend it to employers smaller than this unless they will grow quickly beyond this number.

I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.

We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.

The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.

More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)

How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)

We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.

For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.

The ease of use is the top pro Zenefits has to offer in regard to navigation. The reporting tools were easy to use. For a small team or small organization, you can combine many HR functions such as benefits, payroll, and PTO balances.

This is a mediocre platform at best for tracking an employee's time if you have nonexempt employees, attendance, and PTO balances. It is also a great self-service user portal for benefits information and updates that may occur outside of open enrollment. I have used Zenefits for less than a year as one of my clients switched to Rippling.

There were issues with tax distributions that needed manual attention to rectify. It is very expensive! $396 is just per person as that is the basic price. The customer service is lacking in the most absurd way possible. There is no accountability for system disruptions and emails go unanswered.

As I mentioned, our client switched to Rippling, which was 100% better. While it had all the pros that Zenefits had, it didn't have any of the cons. I believe it was also a less expensive alternative.

Invest in a better HRIS with a company that actually listens to customer complaints and strives to improve on those areas of opportunity. While this HRIS is easy to navigate, so are others that will cost less money in the end with fewer headaches.

Sadly, it hasn't, which is why I believe many companies switch to other alternatives. Zenefits should listen to the areas that multiple customers are having and gather the IT/HRIS analysts together to improve on those issues.

Small businesses like a one-person HR department may find Zenefits useful.

1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.

My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.

1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.

I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.

When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.

Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.

Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.

Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.

Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.

Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.

A lot more powerful, and a lot more scalable, but way less intuitive to use.

Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.

Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.

Mid-size to Large companies.

I like it for its smooth performance evaluation process. It's one of my favorite features. Second is its onboarding feature and hires packet that let the new employee feel welcomed. Last but not least, is its ATS system which helps us keep a track of our talent pool.

My organization has been using it for 2 years. This is an amazing tool for employee database management. Along with that, it offers an employee satisfaction survey which can help improve things along the way. Its performance module has made life way easier with a simple few steps process for performance evaluation. Lastly, its hiring module is easy to use and generates results.

It does not provide integration with LinkedIn which adds to the cost of LinkedIn job wrapping. Its customization option is very limited and its API keys are also limited to very few options.

For a startup, It provides all the necessary options that will help the organization alleviate its HRIS system. It is not that costly compared to others and it is also very simple to use.

Apart from the very obvious, cost; another criterion could be the size of the organization. The needs of the organization are also very important in terms of what they want to achieve from an HRIS.

They have introduced new modules like performance, moreover, they are always doing webinars to make the best use of their tool. Their customer support is always very helpful.

Small and Medium Enterprises.

Rippling encompasses features for every HR component, including recruitment, payroll, HRIS, benefits administration, and engagement. The platform's user-friendly interface makes it easy to navigate and use. Rippling's integration with other systems ensures seamless data flow and process automation. The comprehensive nature of Rippling's suite of products allows us to manage all HR functions within a single platform, enhancing overall efficiency.

Our organization chose Rippling to address the need for a comprehensive HR software solution that could handle multiple aspects of employee management. Prior to using Rippling, we faced challenges in integrating various HR functions such as payroll, benefits management, and time tracking into a single platform. Rippling provides a suite of products, including an applicant tracking system (ATS), full payroll and benefits management, time and attendance tracking, learning management, and professional employer organization (PEO) services. I have used Rippling for over a year and found it instrumental in streamlining our HR processes and enhancing overall efficiency.

The pricing structure lacks full transparency. Additional modules cannot be acquired independently; instead, the core Rippling Unity platform must be purchased first. Opting for the HR help desk feature, which includes phone and email support, incurs additional costs that escalate as more features are added.

I have not used other tools to know the difference between them and Rippling.

Rippling is a comprehensive HR platform designed to streamline and automate various employee management processes. Its extensive features empower users to seamlessly handle hiring, employee management, payroll, and training tasks. Beyond HR functionalities, Rippling also provides IT solutions for configuring and overseeing computer devices and application access. This platform is particularly well-suited for small to midsize companies, especially those with aspirations for international expansion.

I’m unsure of how WorkTango changed or evolved over time.

It is particularly well-suited for medium-sized businesses and large startups in need of a modern payroll platform.

We are a small non-profit, and they provide us with a non-profit discount. It has all the functionality we need without being overly complicated. Processing payroll is quick and easy.

We bought OnPay because it seemed to be the best fit for our organization. It has all the functionality we need to handle HR and payroll for our small group of employees. It is robust enough to meet our needs but not overly complicated like some of the larger systems. It is easy to use, yet it allows us to process multi-state payroll and manage our employees' time off. It also includes all the basic reporting that we require.

It doesn't offer much in terms of custom reporting. Much of the HR information requires navigating to individual employee records to view. You can't edit a benefit plan once it's created; you have to make a new one to implement any changes.

OnPay is really the only system of its type and size that I've used, so I can't say how it compares to competitors. It is much simpler than ADP or UKG, which I have used, but we are getting it for a fraction of the cost. The simplicity of the system actually works well for our team.

Consider the needs of your business and team. OnPay is a fairly basic HR and payroll system. It covers all the essentials, but if you need extensive reporting or numerous integrations with other systems, you might want to explore a higher-tier HR/payroll solution. Additionally, consider cost. Even without the non-profit discount, it's a very economical solution compared to some of the larger providers.

I haven't noticed any significant changes since we started using OnPay, but as I mentioned, it already meets our needs.

I believe OnPay is great for smaller companies that don't need extensive features in their HR and payroll system.

It is a user-friendly platform, allowing ease in self-service for employees. The implementation was easy, with lots of assistance provided from the vendor. Integration with vendor platforms via file feeds is robust.

I have used Paylocity for 2 years. The implementation was fast and went smoothly. There were some issues initially on the benefits side when setting up our many insurance plans, but they use BSwift, which is a great tool, and ultimately, we were able to go live. Our payroll team was very dissatisfied with our existing vendor, Paycom. Our benefits team also wanted expanded reporting capabilities. Additionally, our existing platform did not integrate with our timekeeping system, Kronos.

They have frequent turnover in dedicated account representatives on the benefits side. We had to purchase special time clocks to capture our employees' time in Kronos. There were some issues setting up tricky benefit plans that the system was unable to accommodate.

I prefer this platform over ADP, Paycom, and UKG. It is much more user-friendly for employees and better scaled to the size of our business.

Employee user skill level is an important consideration. It is good for low-skilled users and has many self-help tools. It also has a great benefits tool, which is excellent for open enrollment and compliance. The reporting features are strong.

Paylocity will work with you to customize the platform wherever possible. They need to provide more frequent system upgrades and improvements based on customer feedback.

Paylocity is best for users of all skill levels, from basic to advanced. It is great for manufacturing organizations, those with complex plan designs, union contracts, and professionals.