10+ Best HRIS Software for HR Teams in 2025

• Their customer service team was always accessible and helpful, allowing me to quickly talk to an expert to address any needs. This was especially valuable since I didn’t have other "superusers" on my team.
• I appreciated the variety of reports available to run and export, enabling us to develop Paylocity as the "source of truth" for employee data and integrate it with external databases and spreadsheets.
• I liked the ability to house asynchronous professional learning modules within the system. When training was only required for specific roles, we could assign it to select users; for universal training, we could make it a requirement for all.

My organization moved to Paylocity from ADP in 2018. I used it for four years as a manager, then began running payroll and supervising managers approving time and payroll for two years. Paylocity offered us the ability to run more sophisticated reporting, integrate HR functions, and manage employee training for an organization of 500 employees.

• Paylocity has a wide range of capabilities, but each section is designed slightly differently, making navigation between sections (e.g., time and labor to payroll) less intuitive.
• Although I could easily reach the support team, the representative assigned to our organization was not always available, so there was a lack of continuity in my interactions with someone who could help me build expertise.
• I became a more frequent and experienced Paylocity user about two years into our tenure with them, missing much of the initial onboarding. Due to staff turnover, some institutional knowledge was lost. Although their online user guides were helpful, it would have been beneficial to have a structured sequence of guides or an orientation tailored to different aspects of the platform to support ongoing learning.

Paylocity is excellent for large or rapidly scaling organizations. I appreciate the vast amount of information it can store and export and its versatility in being used across multiple departments, including talent, HR, finance, payroll, and development.

When considering Paylocity, think about the size of your organization, the price point (as it may be a more expensive option), and how you intend to use it, as there are many features to choose from.

Also, consider what other systems you use and whether you want to migrate functions like time tracking or learning into Paylocity, keep them separate, or integrate them.

Their support options have expanded to meet diverse user needs. You can call for support, email, use the community forum, or access user guides.

Paylocity is best suited for larger organizations seeking a scalable platform that can serve as a comprehensive solution for organizational needs.

• It allows us to easily input time off.
• Provides easy redirects to benefits links.
• Displays a company-wide news feed.

We bought Bob for our talent management and employee management needs. We have used it for 1.5 years. It allows employees to easily view their time off and provides redirects to links for benefits and payroll information. The main issue our organization aimed to solve was finding a more affordable talent management tool.

• Limitations in its capabilities as an applicant tracking system (ATS).
• Limited functionality in managing the recruiting funnel.
• Does not have its own benefits portal.

• Employee-Centric Approach: Unlike many HR platforms that prioritize administrative functions, Bob enhances the employee experience with tools like recognition, surveys, and social features.
• Flexible for Modern Work Environments: Bob is tailored for hybrid and remote work setups, offering intuitive tools for managing distributed teams and fostering collaboration.
• Cultural Insights: Bob’s "People Analytics" dashboard tracks workforce engagement and provides insights to strengthen organizational culture.
• Global Reach: Bob supports global operations with localized compliance and multi-country payroll integrations, appealing to multinational companies.

Consider your company size—Bob is more suited for mid-sized to large organizations. Assess whether your industry operates remotely or in person; Bob is ideal for remote or hybrid setups. Finally, review your current integrations and tools, as Bob is focused on enhancing the employee experience rather than serving as an ATS or HRIS system.

• Learning Management System (LMS): The introduction of Bob Learning equips organizations with tools for managing employee development and continuous learning.
• UK Payroll Integration: HiBob expanded payroll functionality with a modern approach to payroll management for UK-based employees.
• Workforce Planning Module: This feature facilitates planning for scenarios such as reorganizations and mergers, aiding strategic decision-making.
• 1-on-1 Meeting Feature: HiBob introduced templates for onboarding, goal setting, performance reviews, career growth, and regular check-ins to strengthen manager-employee relationships.

• Mid-Sized to Large Organizations: Bob is ideal for companies with 100 to 5,000 employees, offering advanced functionalities for managing larger teams.
• Global Organizations: Bob’s multi-country support and compliance features make it a great fit for multinational companies.
• Companies Prioritizing Employee Engagement: Bob’s tools for goal setting, performance reviews, and social recognition foster strong workplace culture and employee retention.
• Tech-Savvy, Forward-Thinking Teams: Bob’s sleek, intuitive interface appeals to organizations that value modern, user-friendly platforms.
• Organizations with Hybrid or Remote Workforces: Bob supports collaboration and communication in flexible work environments.
• HR Teams Seeking Data-Driven Insights: Its analytics capabilities provide valuable data for decision-making regarding employee performance and organizational health.

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.

• Deel consolidates HR, IT, and payroll processes into a single platform, reducing the need for multiple systems.
• Its workflows and automation free up time for HR staff, allowing them to focus more on employee engagement rather than administrative tasks.
• The platform is cost-effective, and the time savings provide a strong return on investment.

As a global organization, one of our biggest challenges has been incorporating the unique requirements of the countries we operate in while maintaining a system that works across different regulations.

Deel has evolved into a robust platform that supports compliance in multiple countries, making it an ideal solution for our needs. It also simplifies global payroll, allowing us to pay employees and contractors anytime, anywhere.

With recent advancements in the platform, we can do even more at a reasonable price while benefiting from an integrated system. Since adopting Deel over a year ago, we have successfully streamlined multiple processes into a single platform.

• Deel is a complex system, which may not be suitable for all businesses.
• Due to its complexity, it requires extensive training and experience to use it effectively.
• The user interface has a learning curve and could benefit from additional improvements in usability and navigation.

Deel stands out because of its comprehensive features, covering multiple aspects of HR, payroll, and global workforce management. While similar tools tend to specialize in specific areas, such as payroll or HR data management, Deel offers a wide range of modules that address nearly every HR and operations need in one platform.

One of the most overlooked aspects of selecting a platform like Deel is post-implementation customer support. Many issues arise after deployment, so it’s crucial to research the level of ongoing support provided.

Also, consider any hidden costs for features that may not be included upfront but could become necessary later. Evaluating the full range of available features—even those you don’t need right now—can help ensure the tool remains valuable as your business scales.

Deel continues to expand its platform, adding new features to support the evolving needs of HR and operations teams. The company actively enhances its offerings to provide more comprehensive workforce management solutions.

Deel is ideal for medium to large businesses with a global workforce or those that frequently hire contract workers. It is particularly valuable for companies that do not have entities in every country where they employ workers, as Deel can serve as an Employer of Record (EOR) in such cases.

• I love that Monday.com helps us stay consistent and on-process.
• Monday.com has been easier to navigate and read than other project management boards. I can easily find comments for tasks and sub-items without them being hidden.
• Monday.com will alert me when I have items due or if a sub-item becomes available due to someone else completing their task.

I am not sure how long we have used Monday.com, but we have been using it since I started with Enterprise Blueprints as a client in 2023. Our organization uses Monday.com across several departments for consistency and organization. We have different workspaces for teams and activities such as onboarding, offboarding, client projects, background checks, and the hiring pipeline. We have one person in leadership who is in charge of connecting all the boards. It seems to be seamless, but it could get complicated if a lot of hands are involved and changing things around. It does take some training before being able to use it correctly.

• Monday.com is not easy to navigate and use without prior training. I can usually pick things up fairly quickly, but I did need help using this project management board. Once you are trained, it is easier to use.
• Changing things in items and sub-items can create a domino effect across boards and items that are connected. This can be a con if you make a mistake in changing an item.
• Although things are very easy to find (such as comments), they can be more difficult to set up compared to boards like Trello.

Monday.com is a basic board with little in the way of custom appearance, unlike Trello, where you can create board backgrounds and appearance. It functions differently than using "cards" and instead uses dynamic lists.

If you are thinking about using Monday.com, you should make sure you have someone open to the task of creating the items and sub-items and ensuring everything is connected and working together. This is not a board that can be used without putting in work to set things up. However, once it is set up, I think it functions better and easier than other PM boards.

I am not sure how Monday.com changed or evolved over time as we have only used the tool for short time.

Monday.com would be good for client service businesses that are small to medium. It could be good for IT businesses as well, though I know that there are more technological PM boards available.

• Unified Platform: Combines payroll, HR, benefits, and workforce management into a single, seamless system, simplifying operations.
• Mobile-Friendly: Offers a user-friendly mobile app, allowing employees and HR managers to access schedules, pay stubs, and other information on the go.
• Continuous Innovation: Regularly introduces new features, such as updated time-off management tools and employee engagement functionalities.

My organization wanted to consolidate all HR functions into one platform rather than relying on multiple tools or platforms. After researching several options, they decided to try Paycor.

Paycor addressed all of my organization’s needs, including talent acquisition, onboarding, payroll, and more. It provided a unified solution that streamlined HR processes and reduced operational inefficiencies.

I worked with Paycor for seven months before being transitioned to a different position.

• Complexity for Small Businesses: The extensive feature set may be overwhelming for smaller businesses with simple HR needs.
• Learning Curve: Onboarding and training can be time-consuming due to the platform’s robust functionality.
• Lengthy Troubleshooting Times: Resolving technical issues or getting support can sometimes take longer than expected.

Paycor offers a comprehensive suite of features designed to streamline human capital management for businesses of various sizes. Its payroll automation, talent management, and workforce tools help save time, reduce compliance risks, and optimize operations. I prefer this tool because it provides an all-in-one solution that simplifies complex HR processes.

Businesses should carefully evaluate their specific needs and assess whether Paycor’s features align with their HR requirements. The cost is an important factor to consider, especially for smaller organizations. Companies should treat the tool as a modular solution, selecting only the services they need and adding additional features as required. This ensures that businesses maximize the value of their investment.

Paycor introduced the Paycor Assistant, an AI-powered tool designed to simplify administrative tasks and enhance HR efficiency.

• Paycor is an excellent solution for medium-sized to large companies seeking enterprise-level HR assistance.
• It works best for organizations that require an integrated platform for talent acquisition, payroll, and workforce management.

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.

• The user interface is easy to navigate and use.
• The biggest advantage for me is the automation features, as they save me a lot of time by reducing manual work.
• The reporting and analytics tools provide valuable insights.

We primarily purchased this tool to address inefficiencies in managing HR processes. We needed a solution to handle employee records, time tracking, payroll, and performance management without juggling multiple platforms.

Factorial HR worked well as an all-in-one platform and also offers automation and workflow rules for these processes. Additionally, its data analytics capabilities were a great and unexpected benefit. We have used it for roughly three years. The tool also has a user-friendly interface.

• Some of the integrations, like the payroll integration, can be tedious at times and do not always work as expected.
• The customization options for reports are limited.
• Customer support for complex issues has been difficult to manage, and response times could be improved.

Factorial HR stands out for its simplicity and ease of use compared to more complex HR systems like BambooHR or Workday. It successfully offers strong HR features without excessive complexity. The best part is that it doesn’t require a dedicated tech team to manage the software.

Consider the size of your company. This tool is great for small to medium-sized businesses. If you need software with extensive integrations, you may want to explore other options. If connecting to your payroll system via integration is a priority, another solution might be a better fit. However, if you need something simple and easy to use, this is a great choice.

Factorial HR has introduced more automation features and improved its reporting capabilities over time. One major benefit I’ve noticed is the expansion of its compliance and document management features, which better support remote and international teams. This is extremely important for my team due to the nature of our remote and hybrid workforce.

Factorial HR is ideal for small to mid-sized businesses looking for an easy-to-use, affordable solution. Startups and growing businesses will particularly benefit from its automation features and user-friendly design.

• I liked that Rippling provides robust reporting across their different functionalities.
• Rippling does a great job at making a user-friendly interface to navigate.
• I like that it has all the bells and whistles you need for a small to medium sized business.

We started off using Gusto as our Payroll/HRIS. Our team grew from under 50 to about 110 in 6 months. Unfortunately, we quickly outgrew Gusto's Benefits, Reporting, and HRIS capabilities.

A nearly all-in-one system is difficult to find. Coming from Gusto, we knew we wanted to keep our benefits, payroll, and HR information in one system, with great functional reporting across these data points. This cross functional data helped us create great reports that helped us visualize our YoY growth, retention rates, benefit enrollment data, headcount, and much more.

• They nickel and dime every part of the platform, so you'll end up with hidden costs for unlocking parts of the platform that are usually included in others, and you'll end up with a larger cost than you originally thought. Ask for an upfront detailed overview of the costs of all the modules.
• Subpar customer service with not a lot of dedicated support.

Overall, it's a good competitor for small to medium-sized HRIS solutions because it includes HRIS/Payroll capabilities. They extend into all facets of HCM, but they do payroll, benefits, and reporting best. I appreciate they delve into different avenues, but a perfect all-in-one is impossible, so it's best to stay with what you're best at. In terms of an "all-in-one" solution, if your team is under <500 employees, it's a decent solution. The platform and company is still growing, so be patient with changes and bugs. But overall, 7/10 experience utilizing Rippling. They do listen to customers, advocate for change within the system, and move quickly.

• Budget - Rippling can start off inexpensive, but when you add the bells and whistles, it can get quite expensive. Make sure to ask what each module costs independently.
• Payroll Audience - If your population includes a significant population of hourly time keeping needs, this may not be the best platform. You can also integrate various time tracking tools as well.
• All-in-One - Unfortunately, there still isn't a perfect solution. It's important to know which modules to prioritize. If you care about your payroll, HRIS, and benefits admin in one, this is a good system for a small to medium-sized company.
• Customer Support - If you need significant customer support, Rippling may not be the best fit. It was a challenge getting a hold of our reps at times. For payroll support, you don't get a dedicated person so it can be a challenge. If you prefer to have white-glove service here, this may not be the best unless things have changed.‍
• App Integrations - Rippling is a closed environment, meaning you cannot create your own integrations. However, they do have a lot of APIs available for many of the largely popular apps/tools. Most of our tech stack was already aligned to what we used within Rippling so it wasn't too difficult, but it's a serious point to consider for things like your accounting system, time tracking system, expense management, etc.

Since the time we started utilizing Rippling, they have implemented significant changes to their platform. They added PEO services, global payroll, LMS, pulse surveys, and a few other new functionalities. They truly are innovating to become the all-in-one mid-enterprise platform.

I believe Rippling is great for companies under 500 employees with a predominantly salaried workforce. This tends to be more common in tech centered environments. Also when you have a lean team around Payroll/HR, it can be a great system to utilize.

• User-friendly: The platform’s user experience and design ensure that you don't feel overwhelmed while working.
• Comprehensive: Lanteria makes managing the entire HR lifecycle simple.
• Seamless integration: Lanteria allows for a smooth integration process, making it easy to add new features over time.

I worked at a fashion startup in the HR department. We researched various HR platforms to find one that fit our needs and preferences. Lanteria met and exceeded our expectations for an HR platform. While I was on contract with this startup, we implemented the platform in February 2023, and it is still in use today. Lanteria provides a wide range of resources to meet a company's needs.

While my team and I prefer this platform, we believe Lanteria’s technical support could be improved, given the broad range of features. The integration support, both during and after implementation, needs to be more robust so customers feel supported throughout their experience.

Lanteria stands out from its competitors because it offers a wide range of features at a reasonable price. I also believe Lanteria is a better option because it can work well for companies of various sizes, team dynamics, and industry sectors.

People should carefully evaluate any HR platform before selecting one, as these systems handle sensitive information. Before choosing Lanteria, I recommend ensuring that its integration options align with your company’s needs and confirming that you will use all of the services it offers, as the platform provides various features.

Lanteria has evolved to meet its customers’ needs by offering more services, such as learning management, performance tracking, and more.

Lanteria is well-suited for most organizations but is particularly good for companies with 200 or fewer employees.

I like Sage People,

• as it has many features for example it generates extremely comprehensive and complete reports.
• as it has tools that allow me to batch-load data in a very easy and practical way.
• because it has very complete and functional support available to the user.

The tool was acquired for the registration database of employees. It was necessary to have a tool that could globally attend several countries. The tool had to be integrated with several applications like slack, DocuSign, financial force, etc. The system needs to be very complete in terms of reports and automation. I have been using the system for more than 1 year and 3 months.

Despite being complete the system has some limitations and in some countries with specific legislation is difficult to adapt to local rules. I can say that the system is quite complex and therefore some activities are quite difficult to perform and require some steps of attention.

I can say that the system has a lot of integrations with several other applications and platforms. Sage also stands out for its complete functionality in terms of reports. I also see the support offered to understand the system as a great differential, it is very complete.

Take into consideration a tool that can be globally adapted to many countries. Consider a tool that is widely possible to connect to other human resources applications and systems such as benefits, payroll, and other applications. Also, consider a tool that is easy to use and has a potential range of reports to generate.

I highlight that SAGE has released an updated version that can be used in parallel to the classic version, they call it Lightening with a more modern interface and some improved features.

In my point of view this tool is ideal for global organizations, with a human resources department that looks and takes care of your database and needs consistency and a reliable system with the ability to manage large volumes of data and generate practical reports and dashboards and requires integration with other internal systems in the company.

Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.

We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.

Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.

Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.

The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.

UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.

UKG is best for an organization that needs a basic HRIS system.

Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.

Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.

After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.

Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.

Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.

Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.

When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.

When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.

Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.