10+ Best HRMS Software Solutions in 2025

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.

• It has a modern, user-friendly interface that is very intuitive.
• Every section of BambooHR is customizable.
• It consolidates payroll, HR, benefits, and performance management in one place.

We were using Heartland Payroll Solutions when I joined the team, which was a terrible platform. BambooHR came highly recommended by our new CRO at the time, who had used it before. We wanted a more user-friendly system for both administrators and employees that would also allow us to pay contractors and process all company benefit packages. We also liked that BambooHR offers hiring and performance review options.

• It doesn't allow you to add a fixed semi-monthly amount for contractors who are not charging hourly rates, requiring you to create an hourly rate and manually adjust hours when running payroll.
• We've had minor issues with pay periods when a weekend and holiday fall together, causing the system to prompt us to run payroll before the pay period has ended. While there are workarounds, it's stressful and inconvenient.
• Employees have reported that the time-tracking feature on the BambooHR app doesn't always work correctly, requiring me to adjust their hours. I have brought this to BambooHR's attention, but since it doesn't seem to be a widespread issue, it may be user error on our employees' part.

I have some minimal experience with Gusto, which I liked well enough. However, compared to our previous payroll provider (Heartland Solutions), the difference is night and day. Heartland was slow, not user-friendly, and had very few integrations. Everyone in our company was happy when we switched to BambooHR. It has definitely made my job as an HR manager much easier.

Consider your main goals. I think BambooHR is reasonably priced for what it offers. The yearly cost is based on a variable monthly fee that depends on the number of employees, whether they use time tracking, etc. It usually amounts to $216 per month.

BambooHR also offers many add-ons that can increase the subscription cost, such as a Slack-style platform and a Community feature, which we do not use.

I recommend discussing pricing and features with the platform representatives to ensure it aligns with your budget. Also, consider the other services and benefits you offer and whether you want them integrated into your HR platform. BambooHR is designed to be an all-in-one HR solution.

We have only been using it for 1.5 years, but they are constantly adding new features. They also send out frequent newsletters with downloadable HR guides.

We are a relatively small startup (<50 employees), so I’m not sure how BambooHR would work for a very large organization. It is well-suited for dynamic, tech-forward companies, as it requires some customization on the user's end. It feels very much like a Millennial/Gen Z platform.

• It is easy to use, with a simple interface that even less tech-savvy users can navigate.
• It offers customizable access levels, allowing employees to have only the permissions they need, such as viewing W-2s or punching in and out.
• It consolidates all HR needs in one platform, including payroll, recruiting, and document management, eliminating the need for multiple programs.

When I joined the nonprofit organization, Paycor was the HR tool in use. This nonprofit had five umbrella companies and needed an HR tool that could support each one effectively, and Paycor met all those requirements. I initially started using Paycor as an employee with limited access for a year.

After being promoted to an admin role, I was introduced to more advanced tools that Paycor offered, which I utilized for about three and a half years. Paycor was particularly beneficial because it provided features like payroll management, time tracking (clocking in and out, requesting and managing time off), and employee status monitoring.

It also supported recruiting by allowing administrators and HR to coordinate, review applicants, schedule interviews, and manage candidate paperwork such as resumes and background checks.

Additionally, it streamlined job postings and editing job descriptions. Employees could access newsletters, W-2s, and pay stubs virtually, reducing the need for physical copies and supporting efficient banking processes.

• Access management can be slow; I have to rely on the HR team to update permissions for departing employees, which can take weeks.
• There are occasional glitches during updates that either reset access levels or result in data loss.
• The app for clocking in and out sometimes fails to sync properly, requiring users to log in on a computer to ensure times are correctly recorded.

My current company's tool is overly complicated, with a cluttered homepage that makes navigation difficult. Paycor, on the other hand, keeps the homepage simple and intuitive, making it easy to request time off or enter hours. While the app has occasional glitches, the desktop interface is user-friendly and reliable.

Organizations should consider their size and specific needs. A smaller organization might not require all of Paycor’s features, such as recruiting tools, while larger companies can benefit from its robust capabilities, including the ability for administrators and HR to collaborate effectively.

Buyers should also assess how much access they want to provide to leadership teams and what tools they expect employees to use frequently.

Over the three and a half years I’ve used Paycor, it has resolved many glitches and released updates to improve functionality. While I’ve adapted to the platform and learned to use it more effectively, there are still features I haven’t explored due to time constraints.

Paycor has been proactive in providing updates and instructional materials to help users get the most out of its tools.

Paycor is suitable for any organization, whether nonprofit or for-profit, small or large. For example, the nonprofit I worked for served over 500 people, and Paycor was a great fit due to its comprehensive features. The tool's versatility allows organizations to tailor its use based on their specific needs.

Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.

We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.

Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.

Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.

It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.

Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.

HR teams, I think it would be good for organizations with over 50 employees

We selected Ceridian primarily due to the level of customization that could be done. The secondary factor was value - what we received for the cost. The third advantage was that it was easy to use and train users in a decentralized workforce.

Our organization was paper-based with numerous tools and systems that didn't communicate with one another. The goal was to gain efficiency and make it easier for managers at the 200+ locations to manage workflow for the onboarding, maintenance and offboarding of over 4000 employees. Ceridian eliminated employee paperwork, consolidated payroll, HRIS, benefits, and time and attendance, not to mention the ease of approving employee changes such as promotions, transfers and terminations.

Some of the items I wish were improved with Ceridian have to do with support. During implementation, you have a high level of support but afterwards, you need to get into the ticketing system to get support and it takes a long time to resolve issues through it. The reporting feature is difficult and requires significant training, there is nothing intuitive. If you need help with a report or changing a config in your system, everything has an additional cost.

Ceridian had a skilled implementation team that was higher performing than some others I've worked with in the past. They took time to understand detailed requirements and worked with us side by side to get the customizations in. It was overall a positive experience.

I'd suggest that you consider how your current processes can be streamlined and not just design workflow with how it's done today. Look at existing tools that might be able to be eliminated for cost savings. Lastly, make sure that you have $ in your budget for an HRIS administrator to oversee and manage the system post-implementation.

I've seen many changes and expect that they will continue to evolve. The introduction of mobile access was a game changer, especially for a workforce like ours where the employees did not use the desktop application often. There is also a forum where users can make suggestions and the dev team will look there for features to build out in future releases. I expect that with the increased use of AI, that the tool will leverage that to improve the already efficient processes.

I would suggest this tool for a large organization. Cerdian is not the least expensive option out there, but if you need customization and can eliminate other tools, or benefit from the integration, you'll see some savings. It is a great solution for a high turnover workforce such as hospitality as it's easy to use and handles the volume with ease.

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.

UKG is user friendly. It enables my team to self-manage the tools within the system. It also helps hiring managers with bias awareness.

My company has used UKG for over 2 years. We wanted a system that would enhance the recruitment process experience. I have used the system for almost 2 years and the key benefits I enjoy is that it has been a repository for my diversity, equity, and inclusion strategy that all managers can share with their teams.

Sometimes there are small glitches in the system that need technical support. I wish the pricing was cheaper. I have not been able to launch directly into timesheet mode.

I have not used many other tools as this, however, I do like the tools that uses inclusive language to review job descriptions. It recommends specific adjectives in job postings.

People should think about what they really want to accomplish with this tool (i.e., talent management, payroll, ease of integration, etc.). Ask yourself about the level of self-service you want this product to deliver. Does it deliver what you need?

I have only used the product for less than two years and currently cannot compare if it has changed or evolved over time.

Technology industry

• I like the integration among the Zoho applications which makes life way easier.
• It also provides me with a wide range of features apart from attendance, leave, etc. so I keep trying new things.
• It was easy to set up; I didn't need to wait for an expert to set it up.

I just started my organization and wanted to keep records of their attendance, leaves, employee records, etc. I was using Zoho Books and was happy with that so I thought of trying Zoho People for HRMS. It has been nearly 3 years since I'm using Zoho People.

• There should be a few more integration options with other external software.
• The UI can be improved so interaction over the platform becomes easier.
• Sometimes changing the policies is difficult as quite a lot of things are interconnected.

I have used GreytHR and I found Zoho is quite advanced with a lot more features.

I think it all depends on someone's requirement but I think for startups and small-medium companies, keeping operations simple is key, we should not be wasting our time in dealing with bulky software. In this regard, Zoho People comes handy with the level of integration available within Zoho applications that can fulfill most of your organization's needs.

I have not seen Zoho People change a lot in the last 3 years since I started. There were some minor changes to the UI and some of the features which I found useful.

I think it is good for startups and organizations with remote teams etc. Also, if someone is using some of the other Zoho applications then I think it completely makes sense to use Zoho People.

1. User-Friendly Interface: Intuitive and easy to navigate, making it accessible for both HR staff and teams.
2. Integrations: It integrates payroll, benefits administration, and performance management, streamlining processes and eliminating the need for scattered Google Sheets.
3. Employee Self-Service: The self-service portal allows employees to manage their personal information, view pay stubs, and access benefits details independently, saving us time from routine administrative tasks. This is the future of HR, as automation should be adopted across the board.

At Impactable, we chose Namely because we were overwhelmed by managing too many HR systems that didn’t integrate well. It was challenging to keep up with payroll and benefits manually, so we needed a solution that could consolidate everything and simplify our processes, allowing us to focus on developing the new platform.

Namely turned out to be a great choice. It has a user-friendly interface that even the least tech-savvy among us can navigate with minimal training. The employee self-service portal was something we didn’t realize we needed, but it has been incredibly helpful in allowing the team to manage their own holidays and benefits without constantly contacting HR.

The analytics and reporting tools, while not initially a priority, have also proven useful. I’ve been using Namely for two years now, and overall, it has greatly improved our organization’s efficiency.

1. Customer Service Issues: The customer service can be slow and sometimes unresponsive, which is disappointing given the quality of the product.
2. Integration Challenges: It took time to get the integrations working correctly, and we had to invest considerable effort in training everyone to manage them.
3. Reporting Features: The reporting features are difficult to use and have limited customization options, which was a letdown.

Namely is much easier to use compared to other HR tools, with everything from payroll to benefits consolidated in one place. It has a sleek interface, and the employee self-service portal allows staff to manage their own information. Unlike some competitors, Namely offers solid reporting tools and continuous updates, keeping the platform modern and efficient. Overall, it simplifies HR tasks better than many competitors, although I haven’t used many similar tools recently, so they might have improved as well.

1. Ease of Use: Ensure the platform is user-friendly for both HR staff and employees.
2. Integration Capabilities: Look for seamless integration with existing systems such as payroll, benefits, and other HR tools you already use.
3. Customer Support: Check the quality and responsiveness of customer support, as effective support is crucial for resolving issues quickly.
4. Feature Set: Evaluate the range of features offered, such as employee self-service, performance management, and reporting capabilities, to ensure the tool meets all your HR needs. Avoid tools that require additional services to cover all necessary functions, as there are comprehensive solutions available.

The interface has improved, and integrations are smoother. However, customer service hasn’t seen much improvement.

Namely is particularly well-suited for mid-sized organizations with 50 to 1,000 employees across various sectors such as media, technology, and eCommerce. It's ideal for companies looking for an all-in-one HR solution that integrates payroll, benefits, and performance management. Businesses that require comprehensive analytics and reporting tools to make informed HR decisions will also benefit significantly from Namely’s features.