10 Best Healthcare HR Software Solutions in 2026
Expert reviews and in-depth comparisons of the best HR software for hospitals, clinics, and other health practices, including pricing info, benefits, pitfalls, FAQs, and more.
It doesn’t matter whether you work in a large hospital or a small dental clinic, as someone working in the healthcare industry, quality patient care can literally be a matter of life and death for you. Sometimes, this can lead to a high-stress work atmosphere.
In fact, in LinkedIn’s recent Workforce Confidence Index 75% healthcare professionals reported work-related stress. This necessitates a robust employee experience, so that there’s no compromise on healthcare facilities. A good human resources management system can help mitigate the above problem.
If you try searching the web for an all-in-one HR software to streamline your workflows, employee engagement, onboarding new hires, payroll processing, and performance management, you’ll find plenty of HR solutions. However, as an HR manager in the healthcare industry, your priorities would be quite different from those HR professionals who are working in an industry that’s less demanding and time-sensitive.
For example, you would be more concerned with ensuring an adequate staffing level or getting support with laws and regulations compliance than with getting rewards and recognition tools. What you need is healthcare HR software that’s made with care for the needs of a health organization instead of a generic HR solution.
Through hours of research, testing out vendors, and sifting through expert opinions of top HR professionals, we’ve come up with a list of the best HR software for healthcare organizations.
Our HR tech experts chose the 10 best HR software platforms for healthcare based on product research and demonstrations, user testing, and input from healthcare workers and our community of HR thought leaders.
In addition to several other factors, we focused on how well the software performed with employee management, training and compliance management, and recruitment.
- Employee Management: Our experts focused on features that address multiple pay rates, time tracking, attendance, and variable scheduling. To evaluate, we logged into the software as “employees” and tested a variety of common scenarios.
- Training and Compliance Management: Healthcare software should manage industry regulations and privacy safeguards, so our team evaluated each platform’s built-in compliance features, including features that address employee license tracking and credentialing.
- Recruiting: Due to persistent staffing problems, HR software for healthcare should have a recruitment tool built in. We assessed each platform for sourcing quality, applicant scheduling and tracking, and onboarding. We specifically focused on the critical workflow between onboarding and payroll.
We create each of our buyer guides using custom criteria and design evaluations based on our extensive, applied knowledge of human resources' daily operations. If you’d like to learn more, this article on how we assess HR tech vendors provides an in-depth look at our methodology.
Paylocity
Paylocity recently made our top list for healthcare HR software because of its industry-specific support for compliance tracking, employee scheduling, and integrated learning. From shift differentials to automated credential monitoring, it’s purpose-built for the demanding needs of healthcare employers.
PROS
- Specialized compliance dashboard supports healthcare-specific regulations like OSHA.
- Shift scheduling includes swap approvals, differential pay, and open shift claiming—ideal for 24/7 teams.
- Built-in LMS enables deployment and tracking of clinical and compliance training.
- Seamless integration between HR, payroll, time tracking, and benefits administration.
- Employee mobile app streamlines clock-ins, pay access, and schedule management.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Reporting flexibility is limited—custom reports often require exporting and manual work.
- It may be too feature-rich for smaller or single-facility providers with tight budgets.
- No free trial; a demo is required for a full feature evaluation.
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
We’ve long recognized Paylocity as a top-tier HCM solution, but its tailored offering for healthcare employers deserves special mention. When we explored their healthcare package, three features stood out immediately: shift scheduling, healthcare-specific compliance tracking, and the built-in learning management system (LMS).
We’ll start with scheduling. Healthcare HR teams often juggle rotating shifts, on-call staff, and last-minute changes. In our view, like any decent HR tool for healthcare, Paylocity makes that manageable. Hospital staff can use it to claim open shifts, request swaps, and track shift differentials directly from the mobile app. Managers, meanwhile, gain automated tools to monitor overtime, fill last-minute gaps, and reduce no-shows.
We were also impressed by the compliance dashboard. It centralizes critical documentation around licensing, credential expirations, and regulatory training. HR admins can easily audit EEO, FLSA, and other compliance standards while staying up to date on legal changes through curated news feeds.
Then there’s the LMS. Whether you need to deliver compliance modules, onboarding content, or continuing education, Paylocity lets you assign, track, and report on learning progress—all from the same platform that manages employee records.
Where the platform occasionally falls short is in reporting. Advanced analysis usually requires external manipulation in Excel or Power BI. Additionally, while healthcare providers operating in multilingual environments may face challenges with English-only support, we found Paylocity’s in-platform help center and implementation team particularly helpful in navigating these limitations.
Bottom line: if you’re in healthcare and need an HCM solution that handles regulatory complexity, variable schedules, and ongoing learning, Paylocity is a compelling option—especially for mid-sized and multi-site organizations.
Paylocity serves over 40,000 companies, although not all of them within the HR industry.
Paylocity offers custom pricing based on organization size and feature needs. HR teams should request a demo to receive a tailored quote and a feature overview.
Best For
Mid-sized healthcare organizations—like hospitals, clinics, and senior care facilities— seeking all-in-one HR, payroll, scheduling, and compliance tools.
Paylocity’s primary purpose for us was processing payroll for multiple-state locations biweekly. We also used the system to onboard new employees once or twice a month.
Additionally, Paylocity helped us register new states whenever necessary. I used Paylocity daily to review employee information and update data. Every two weeks, I ran reports in Paylocity for accounting purposes.
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.
Paylocity may not be a good fit for very small organizations operating in only one state.
BambooHR
With an aim to reduce paperwork and increase peoplework, BambooHR helps you save time with its all-in-one HRIS that is revered for its calming user interface.
PROS
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
BambooHR knows just how busy the schedules of healthcare workers can be. That’s why it focuses on automation and providing a one-stop solution for all your HR needs. BambooHR gives you powerful tools to drive job satisfaction and retention. With features such as a central place for employee data, instant reports, third-party integrations, and performance evaluations, you’re sure to reduce stress at your healthcare organization and streamline your workflows. The best part about BambooHR is that it has a mobile app that lets the HR department and staff members access things like time-off requests, announcements, or e-signatures at the tip of their fingers.
SoundCloud, Clinica Colorado, Matthew 25 AIDS Services, Jacksonville Jaguars, Unbounce
BambooHR offers three tiers: Core ($10/employee/month), Pro ($17), and Elite ($25). Optional add-ons for healthcare companies include Time Tracking, Payroll, Benefits Administration (US only), and global Employer of Record via Remote. A 15% discount applies to the US Payroll and Benefits Administration bundle.
Best For
Small and medium-sized clinics, hospitals, and other healthcare organizations who want to focus on developing their culture and reducing paperwork.
I used BambooHR to manage all HR work, including payroll, employee relations tracking, benefits, and employee experience. When I was working with the smaller organization, I used the application daily for a few months. I believe the company is still using BambooHR and anticipate they engage with it daily.
I was primarily responsible for setting up the HR system and establishing workflows for the end user. Once the system was set up, I used it to confirm that all employee information was flowing correctly throughout the system.
I liked the comprehensive approach it provided. It allowed me to manage everything in one system without needing to use other platforms. The platform was very user-friendly.
I worked for a smaller start-up that used it to centralize all of its HR needs. They were using it to replace paper files, outsourced payroll, and similar services. BambooHR addressed these needs and allowed them to manage all of their HR work in one place.
I personally used BambooHR for a few months while helping the company implement the software. I found it to be a helpful tool, especially for smaller organizations.
I disliked the limited compliance information across different states. I was not able to use it for our international employees. Uploading large amounts of data was difficult for larger organizations.
BambooHR is great for smaller organizations that don't have a complex employee structure. It was very user-friendly.
Organizations should consider the complexity and size of their employee structure. They should also evaluate the cost in comparison to what they currently pay for other ad hoc services that this tool would replace.
Unknown, as I didn’t use it for a long time.
Smaller, more centralized organizations will find BambooHR a great fit.
BambooHR is not a great fit for large or more complex organizations that need a custom tool.
Connecteam
Connecteam offers a good range of mobile-friendly features: shift scheduling, GPS time tracking, communications, and the option to obtain HIPAA compliance at a fairly good price.
PROS
- Unified platform for shift scheduling, time tracking, engagement, and training.
- Regularly updated mobile apps with user-friendly interface.
- Transparent, flexible pricing. Free trial and free plan are available.
- Option to enable HIPAA-compliance within app.
- One of the only fully-mobile HR tech tools for deskless workers
- Very adequately-priced for all it entails, SMB-friendly
- Quite open to feedback, having implemented user suggestions as features in the past.
CONS
- No phone support.
- No built-in recruitment or payroll features.
- Limited integration options.
- In the communication hub, the app offers no confirmation that messages were sent and/or seen.
- Certain features that some teams consider essential, such as GPS-tracking, are only available in the higher-tier pricing plans.
Connecteam’s scheduling app is one of the best we’ve tested. It’s user-friendly, compatible with multiple devices, and covers plenty of features for healthcare workforce management, ranging from shift planning to time tracking, engagement, and compliance.
One of our favorite features is Advanced Filters, which lets you sort through specific user groups, be it only your direct employees’ schedules, or just the ones qualified for a specific job and branch. Plus, the option for workers to set their preferred working hours makes shift planning work a lot easier.
Knowing worker certifications or seniority is equally important to ensure a correct allocation for your scheduling. Thankfully, with Connecteam, you can request workers submit and renew specific licenses. These documents will then be kept safe within the platform.
The geofencing time tracking app is also a handy tool. It lets your medical staff clock in and out from their phones and as an admin, you get instant notifications detailing when and where employees clock in. Plus, the option to upgrade to a HIPAA-compliant account is something we trust healthcare organizations in the U.S. will love.
However, the lack of recruitment and payroll features is disappointing. And, frustratingly, you’re left with few native integration options, while API access for custom integrations is also only available on the Enterprise plan.
36,000+ companies, including Siteline, Copernicus, and EnviroCon.
Connecteam has 5 plans:
- The Small Business Plan: Free for up to 10 users.
- Basic: $29 per month billed annually for the first 30 users, $0.5 per month for each additional user.
- Advanced: $49 per month billed annually for the first 30 users, $1.5 per month for each additional user.
- Expert: $99 per month billed annually for the first 30 users, $3 per month for each additional user.
- Enterprise: custom pricing and includes personal account manager, SSO, 2FA and biometric lock, and API access.
Best For
Healthcare teams seeking a mobile-friendly workforce management solution with robust time tracking and shift scheduling features.
UKG
UKG has a variety of product suites to choose from that are all easy to navigate and easily customizable to the needs of your healthcare organization. Its customer support service is top-notch.
PROS
- Super robust product, packing years of experience with HCM and Workforce Management technology
- Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.
CONS
- Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool.
- Similarly, UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.
If your organization is finding it hard to manage the problems of tight labor budgets, fewer resources, and increasing patient demands then UKG’s HR products will be right up your alley. Having successfully served many healthcare organizations like John Hopkins Medicine and the Winthrop University Hospital, UKG helps you make the most of your workforce by providing you relevant tools.
Their tools can help you track and manage physician schedules, get advanced reports on staffing patterns, get real-time data to make informed decisions, minimize compliance risk, and provide a personalized experience for your nurses to fill open shifts fast. Whether you’re running HR for a large hospital or a smaller clinic, you can do a lot with UKG and confidently count on it to deliver quality patient care.
Winthrop University Hospital, Geisinger, Northwell Health, John Hopkins Medicine, Intermountain Healthcare
UKG does not reveal the price of UKG Pro on its website, although research has shown that licenses tend to start at $600.00 per year for every 5 users.
Best For
UKG serves various kinds of healthcare systems like acute care hospitals and clinician providers. However, it’s best for mid-sized and large organizations with nuanced needs.
I use UKG to process payroll. As the payroll admin, I handle employee data storage and benefit enrollment through UKG. This year, I launched employee self-service benefit enrollment, allowing employees to manage their benefits directly through the platform.
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.
UKG may not be suitable for smaller organizations or those that are new to digital platforms.
APS
APS is very easy to use but what makes it a class apart is its first-rate customer service. When you sign up, you get a dedicated account team that is just one phone call or email away.
PROS
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS places customers at the heart of their solutions and this reflects in their product in a myriad of ways. Their cloud-based HR and payroll platform is a unified HR solution and has everything from payroll and attendance to recruiting and compliance management tools.
APS has many integration options and you can connect your existing business systems with it. It’s equipped with employee self-service so that you can delegate low-level HR tasks to your healthcare staff and focus on high-bandwidth activities like strategy and planning.
Once you purchase APS, you would receive lots of training and the help of an instructor to get you acquainted with the nuances of a new HRIS.
Atlas Chiropractic and Wellness, Circle Logistics, Columbia Southern University, Eagle Distributing, Linden Management
APS offers custom pricing that you can get after entering a few details about your company. You can also request a personalized demo.
Best For
Mid-market organizations
CEDR HR Solutions
Since it’s made solely for healthcare companies, CEDR HR Solutions exactly know the pain points of this industry. They will personally guide you through your unique problems and help you stay compliant like no one else.
PROS
- Since their software is solely made for the healthcare industry, you wouldn’t have to worry about compliance should you choose to buy their solution. Be it their employee handbook or a year-long free HIPAA training, they have many tools to help with compliance.
- Their customer support is excellent. They have an HR Solution Center backed by seasoned HR experts who are there to give you 1-to-1 personalized training.
- They have a lot of free resources like blogs, guides, and one year of free HIPAA training. Their HR software also has a free version.
CONS
- CEDR HR Solutions is geared towards compliance and has a modest offering when it comes to HR software. The features are very basic and somewhat limited.
- Third-party integrations are very sparse. You’ll have to contact them to confirm whether they have an integration for all the applications that your organization uses or intends to use.
Built specially for dental, wellness, and medical companies in the U.S., CEDR HR Solutions is a comprehensive HR tool that can be used by managers and employees alike. Their HR software comes with many handy features such as employee self-service, PTO and time tracking, free HIPAA training, centralized employee information.
However, what makes CEDR HR Solutions stand out is the help they extend to their clients for compliance. Be it their compliant employee handbooks or an unlimited access to CEDR’s solution center or perhaps the legal guidance they impart their clients – CEDR HR Solutions has many tools to guide you.
Beckett Ridge Family Medicine, Jade Star Acupuncture, Vista Pacific Dental Care, Mission Hills Family Dental, Wisconsin Endodontic Group
There are two software solutions: Free Software Suite and Paid Membership. The free plan is forever free but has limited functionality. If you’re looking for a full-fledged HCM solution, their paid plan would be a better choice. Pricing isn’t disclosed upfront. You’ll have to enter a few company details and their team will contact you. They also give a free 30-day trial for their paid plan.
Best For
Most of their customers are small businesses. But mid-sized enterprises in the healthcare industry may also benefit.
HR for Health
A one-stop-shop for everything HR compliance and management, what makes HR for Health unique is that their software solutions are backed by attorneys and HR experts who solely focus on healthcare.
PROS
- They will help you stay on top of things, when it comes to compliance. They will provide you a custom compliant employee handbook and deconstruct all the legal jargon so that you could make sense of different regulations.
- They only serve the medical industry so all the features would be relevant for your healthcare company. This ensures that you’re not paying for something you wouldn’t even need.
- They will help you stay on top of things, when it comes to compliance. They will provide you a custom compliant employee handbook and deconstruct all the legal jargon so that you could make sense of different regulations.
- They only serve the medical industry so all the features would be relevant for your healthcare company. This ensures that you’re not paying for something you wouldn’t even need.
CONS
- Since we first encountered them, HR for Health have increased their features tremendously, but they are still mostly focused on healthcare practices. If you are looking for a general HRIS that can be used within another industry, they might not be the best fit.
- Furthermore, HR for Health is currently sold exclusively to US businesses. They focus on that country's federal and state law quite meticulously, so their product wouldn't work the same in other nations.
- HR for Health doesn’t have advanced HR features like scheduling, staffing, and multiple integrations. So, if you’re seeking a robust HR software, HR for Health would not be the best choice.
As the name suggests, HR for Health is an all-in-one HR software designed specifically for healthcare practices based in the U.S. It aims to save your time, cut your costs, and avoid lawsuits. This translates into a suite of tools in one software that range from payroll and time tracking to employee performance and onboarding.
Apart from helping with core HR processes, HR for Health provides its clients with a free customized employee handbook that accurately represents your organizational culture. This employee handbook is approved by employment attorneys and ensures that your healthcare practice is staying informed and abiding by the latest legal updates.
Werner Optometry, Main Street Optometry, Lamorinda Dental Care, American Association Of Orthodontists, Futuredontics
HR for Health has two packages: HR + Compliance Package that starts at $245 and HR + Compliance + Payroll package that starts at $395. They haven’t specified whether this is a one-time charge or a recurring one. You can, however, schedule a demo to learn more. They also provide discounts depending on your team size.
Best For
Small to medium sized medical and dental practices that are mainly based in the U.S. and are looking for an all-in-one HR solution that supports compliance.
WorkDay
Designed with direct input from healthcare organizations, Workday stands out from the crowd due to its unique ability of letting you change your business process framework on a day to day basis.
PROS
- Accessible customer support from the community, live chat, and telephone.
- Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Ability to maintain real-time alignment of budgets and workforce plans.
- SOC 2 Type 2 compliance.
CONS
- Undisclosed pricing.
- No free trial for its talent management software.
- Time-consuming implementation period (average 4.5 months).
- Challenge navigating for first-time users may require training.
- Issues with logging in were reported by users.
With its wide range of HR products, Workday seeks to reduce issues that the healthcare sector faces like clinician burnout and staffing shortages. If you’re looking for a consolidated system to streamline sourcing, onboarding background checks, payroll, time tracking or any other HR function under the sun, Workday will have a solution for you.
Trinity Health, ChristianaCare, Dayton Children’s Hospitals, Rochester Regional Health System, CityMD, Ochsner Medical Center
The exact pricing details of Workday aren’t provided by the vendor, since they’ll likely tailor their offer to your business size and needs. They also don’t offer a free trial, but you can see the tool for yourself through their demo videos online.
Best For
Large enterprises
I used Workday daily to manage various aspects of our organization's workforce. The key workflows I rely on include employee data management, performance management, and reporting. For employee data, I maintain up-to-date employee records, including personal information, job titles, and reporting structures. For performance management, as a manager, we used it to track employee performance by setting goals, conducting performance reviews, and managing feedback. Workday also has robust reporting functionality.
User-friendly interface: Workday's clean and intuitive design makes it easy for users to navigate and find the information they need.
Scalability: This makes it an ideal solution for growing businesses that require additional functionality over time. As a company expands or needs change, Workday can be customized to meet those evolving requirements.
Seamless integration: Workday offers robust integration capabilities with various third-party applications, ensuring a smooth flow of data across different systems. This compatibility with other software tools enables organizations to maintain a connected ecosystem, streamlining processes and reducing the need for manual data entry or reconciliation.
My organization was 10k plus employees and our old HRIS system was dated and clunky. I used it for approximately 2 years. We needed better self-service for not only employees but for managers as well with built-in approval processes. Additionally, we were looking for a tool that could handle the complex requirements of our global workforce, including compliance with local labor laws and regulations. Our previous system didn't have robust reporting capabilities, and it was challenging to extract useful data for analysis. Furthermore, it made it easier to manage employee data and processes across multiple systems. It also provided built-in compliance features, ensuring that we were meeting legal requirements in all countries where we had operations.
Cost: The investment in Workday is substantial, and not a good option for smaller companies.
Learning curve: While Workday's user interface is intuitive, the platform's extensive features may require some time to master. Adequate training and onboarding are essential for users to get the most out of the software.
Limited customization: Workday offers a wide range of built-in features and functionalities, but it may not be the best fit for organizations with highly specific or unique requirements.
While Workday has a long list of impressive companies that utilize their system I find SAP SuccessFactors does just as much and for slightly cheaper.
Functionality: Determine the features and capabilities that are most important to your organization. Consider aspects such as human resources, payroll, talent acquisition, time and attendance, performance management, financial management, and analytics. Ensure the tool you choose covers the required functionalities or can be easily integrated with other systems to create a comprehensive solution.
Scalability: Assess whether the tool can grow and adapt to your organization's changing needs. A scalable solution will allow you to add or modify features as your business evolves, ensuring long-term viability.
Integration: Examine the tool's ability to integrate with existing systems and third-party applications. Seamless integration is essential for streamlining processes and reducing the need for manual data entry or reconciliation.
User experience: Evaluate the tool's user interface and overall usability. An intuitive and user-friendly design will encourage adoption and make it easier for employees to effectively use the platform.
They have expanded product offerings and made some user experience enhancements.
Enterprise with large (1000k+) and global employees.
Small businesses with under 1k employees.
Zoho People
Zoho has a soothing user interface and top-notch automation. You can create approval bots, plan events, send event reminders, and so much more to reduce your routine tasks and increase productivity.
PROS
- All core HR features in a single dashboard
- Wide array of integrations
- User-friendly UI, constantly updated
- Available in multiple languages
CONS
- Since they offer so many modules, some may be not as robust as other products that have been more specific about covering certain needs. For instance, some teams have found their payroll offering to be quite basic.
- Not all that’s available in the web platform is available in the app
- Some users reported that the platform can be slow to load every now and then.
Zoho has a plethora of products and features. Zoho’s unified HR platform, People Plus lets you manage the entire employee life cycle from a single integrated platform. It focuses on four key HR areas: talent acquisition, talent management, core HR & payroll, and employee engagement. There’s also employee self-service for things like travel requests, time and absence update, and internal collaboration.
Highly customizable, Zoho scales with your team. The tool also has a powerful analytics module with which you can get trends about everything from hiring to employee performance. The cherry on the cake, however, is its artificial intelligence aspect, which lets you automate hundreds of manual processes.
Max Life Insurance, Recover Health, Bernard Health, Church Pharmacy, Briotix
Zoho’s People Plus costs $4.61 per employee per month plus taxes. You can then add annual add-ons that are priced differently for different sets of features. You can also contact sales for a custom price. There’s also a 30-day free trial.
Best For
Zoho People has plans for many sorts of organizations, even offering custom pricing for those with more than 500 employees.
We use it for leaves requests and approvals, document sharing with the whole organisation, time and attendance tracking, as well as location tracking to know which employees are working on site and which are working remotely.
Generally, we use it as a centralised source to manage all data related to employees.
- 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 think it is a good product and will work with most organisations.
Rippling
Rippling can be a game-changing HR software for medium-sized healthcare businesses. The platform can easily handle payroll in the US and internationally with terrific automation and built-in integrations. It also lets companies work with their picked broker within the app and choose benefits packages from over 4,000 plans.
PROS
- Rippling has an intuitive UI that is easy to navigate.
- US-based and global payroll.
- Great automation features built-in.
- Extensive integrations.
- Ability to work with your broker of choice.
- Holistic view of company outflows, including headcount costs.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Lacks the option to automate payroll completely.
- Doesn’t have a free trial.
- HR Help Desk service provides phone support but costs extra.
- Not the best choice for large companies (2,000+ employees).
- The mobile app lacks some features compared to the web browser version.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling is one of just a select few providers with a wide range of integration possibilities among all the HR software vendors we’ve reviewed over the years. One key factor that makes us choose Rippling to recommend for growing healthcare businesses is its automation capabilities.
Although the solution is relatively young compared to other options, its features are just as good as the more experienced ones. We can onboard employees worldwide online, let them choose the benefits package they want, automate our time-tracking workflows, run payroll, and keep our employee data in one place.
We even found some features to be unique to the platform. For example, the benefits module enables us to work with our existing broker. It can also help handle compliance and tax filing, automating parts of it, even when our employees move locations or change their marital status.
While covering a range of features, Rippling doesn't mess up its sleek and intuitive interface. We tried Rippling via the mobile app as well, and it was a cohesive experience. However, it's worth noting that some users occasionally find the app lagging.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling's Core HR platform starts at $8 per employee per month. You need to contact the support team for further details.
Best For
Rippling is best for healthcare businesses with 50 to 2,000 employees. It can work for both US-based, global, remote, office-based, and distributed teams.
I use Rippling primarily for payroll and benefits administration for both U.S. and global employees. It serves as our core platform for managing payments across employment types, including employees and contractors.
The tool is used regularly for processing payroll cycles and ensuring compliance with benefit offerings. I also rely on Rippling to handle employee records and tax documentation. It has become central to our HR operations.
- It is excellent for handling EOR, contractor, and employee payrolls in a single system.
- The platform is relatively easy for employees to navigate.
- Customer service is responsive and helpful when issues arise.
I originally purchased Rippling to serve as an Employer of Record (EOR) for international employees. I later migrated our HRIS to Rippling for U.S.-based employees as well. I have used Rippling for EOR functions since 2023 and for U.S. employees since early 2024.
One of the key benefits is the ability to pay both international and domestic employees through a single system. This has simplified payroll operations and improved overall administrative efficiency.
- The integration process was lengthy and difficult; our rep moved to a different country during implementation, delaying the hiring of two international employees by two months.
- There was an attempt to increase our negotiated monthly cost, though they honored the original rate once I provided documentation.
- Benefit integration is more manual than expected unless an additional service is purchased, which we do not currently find cost-effective.
Rippling offers a broad range of features and services in one platform. While its coverage is impressive, I would prefer to see more included functionality without additional fees.
If the goal is primarily payroll, Rippling is a strong option. If you need a fully comprehensive HRIS, there are other platforms that offer more robust features.
Rippling has added more countries to its EOR program and continues to expand device and IT services. The system has become more user-friendly, and its add-on services support the goal of an all-in-one solution, although these come at an additional cost.
Rippling is well-suited for small to mid-sized organizations with 10 to 150 employees.
It is not ideal for larger organizations, as its reporting tools and overall system capacity may fall short of their needs.
Kallidus
Sapling’s workflows are straightforward and easy to use. Its biggest strength is that it lets you manage as well as automate your unique workflows and processes.
PROS
- Maintains a record of all changes which is useful for compliance and audits
- Leverages gamification for learning and development
- Adjusts to the needs of a small but growing team
- Built to accommodate remote-first teams
- The platform keeps track of all changes done to HR processes; useful in case of audits and to ensure data compliance.
- Includes talent-development features through the e-learning module, such as gamification of certain courses.
- Good bet for small and scaling teams given the flexibility of the platform.
- The tool also has remote team-focused features process auto-assigning.
CONS
- Customer support reported to be slow occasionally
- Some issues reported with ADP integrations
- Overall, integrations require tech savvy and require more API and webhooks knowledge than others in this space
- Several users have reported that the support team can be slow to respond to requests for assistance.
- Although it might not be completely on Sapling's hands, other users during are research reported troubles with the integrations to software like ADP.
- Additionally, the integrations are somewhat limited and you need to work with either an API or webhooks with some of the most trusted HR tools out there.
Whether you run a small care facility or a competitive hospital, Sapling has powerful tools designed with an eye towards the problems healthcare organizations face on a daily basis.
Sapling lets you automate repeatable processes, execute e-signatures with ease, manage complex time-off policies, and helps you reduce non-compliance risk among a variety of other things that help save you time.
With its analytics tool, you can also get actionable insights and create custom reports for all your data. Sapling works seamlessly with other leading HR, IT, and productivity systems that your team might already be using.
Oura Health, Navia Benefits, Sequoia Benefits, Webflow, Digital Ocean
Sapling's pricing varies depending on which modules you'd get. You can start with the People Operations Platform, and then add the Essential and/or Premium modules. The final price will depend on the applicable platform fee, plus a per-user-per-month fee. To give you an idea, the minimum annual fee is $4,000 USD.
Best For
Sapling is aimed primarily at mid-sized organizations (50-2000 employees) distributed internationally.
Sapling is especially important when we bring in a new employee, and it is used regularly in the first 90 days to build the whole onboarding experience. We use it to make sure every important communication and event happens from the point of the offer to the first few days, and that those who are responsible for that are involved. So, offer letters, welcome packages and gifts, welcome emails and outreach calls, training agendas, and team assignments are all handled through Sapling.
Also, all the initial paperwork and signatures are centralized and handled through Sapling, so that part is very smooth for everyone involved. Throughout the introductory period, we use it to be sure surveys are sent at the appropriate intervals (30/60/90 days) to get feedback and ensure the employee feels heard and valued and to address any areas they need help.
We also found that Sapling was very helpful in providing content to build initial connections between co-workers, connecting them on a one-to-one basis, and including new hires in events.
It was easy to learn and navigate so everyone enjoyed using it.
It is customizable which is particularly helpful in creating individualized onboarding plans.
Information is easy to access, and data is readily available for managers, such as upcoming tasks and events, employee information, and employee feedback.
We chose Sapling to improve our onboarding. We had gotten feedback from staff that onboarding was not well coordinated. We also had more recent hire turnover than we felt was acceptable, and that it was likely connected to onboarding. We had problems establishing not just the critical first few days but also the introductory 90-day experience in which relationships are formed, the tone is set and the groundwork for long-term employment is established. We used it for a year.
It would be nicer to see some data within the platform, rather than having it generated as a report you open outside the system.
The org chart was a bit cumbersome to use.
More resources for employee experience after onboarding available would improve it.
The guidance Sapling provides to managers regarding onboarding seems unique and much more in-depth than other products. For onboarding, I would choose Sapling over other onboarding products and features, as it is very thorough and instructive regarding what onboarding should be.
If you don't hire often, the best part about this product may not be worth the investment. However, if you do have a growing or often changing team, Sapling could be the difference between losing a good new hire in the first 3 months or retaining them for years. So, if turnover is a problem, and if your onboarding has no structure, this is something to seriously consider.
Like any tool, it requires that people buy in and use it for it to accomplish what it sets out to accomplish, so you need to prepare your people for change if introducing a new way to handle onboarding via Sapling.
I believe the product has expanded and now features more performance management options as well.
This is a very good product for growing companies, startups that have a lot of hiring, and companies that need to address turnover issues.
Companies with little or infrequent hiring or turnover may not benefit.
Why Use HR Software For Your Healthcare Company?
Before buying any new software, it’s worth asking what are its use cases. Generally, companies use HR software for streamlining their workflows, hiring new talent, processing payroll, and other common HR functions. But when you’re running a healthcare organization, you might be motivated to buy an HR software for slightly different reasons. Here are some of those:
- Save time: For workers in the healthcare industry, even a minute of delay can deteriorate the health of their ailing patients. Time is therefore the most precious resource for healthcare professionals and using an HRMS can monumentally help in this regard. Contemporary HR systems use automation to eliminate repetitive HR tasks like payroll processing, sourcing, onboarding, and attendance so you could focus on delivering quality patient care.
- Stay Compliant: In an industry such as healthcare, where the slightest of negligence can cost a patient their life, being compliant with laws and regulations is extremely important. HR systems designed for healthcare organizations ensure that you’re not only following all the necessary rules and regulations but also being up-to-date with any statutory changes.
- Reduce employee turnover: Employee turnover is one of the biggest challenges that the healthcare industry is facing right now. According to a report by NSI Nursing Solutions, the national hospital turnover rate stands at 25.9% for the year 2021. In 2017, this figure was 18.2%. Given the kind of stressful work environment that healthcare workers find themselves in everyday coupled with the stress of COVID-19 pandemic, this increase in the employee turnover is warranted. A good HRIS can help increase employee retention by enhancing the employee experience in multiple ways. It can accelerate the pace of otherwise frustrating HR tasks, help you compensate your employees on time, give employees the access to manage their benefits, and improve internal communication.
- Training and development: Healthcare professionals need to keep up-skilling themselves so that they can accurately use new medical instruments or techniques and deliver quality patient care. HR systems designed for healthcare organizations are usually equipped with a learning management system or LMS. Such HR software allows employees to take self-assessments, track their progress, and check their certifications.
- Improve employee experience: HR software is not just built for human resources professionals but for employees too. Instead of depending on HR managers all the time, employees can perform some of the HR tasks on their own like requesting time-off, marking absence, availing benefits, picking up open shifts. Giving employees some control leads to transparency, builds trust, saves time, and reduces their stress— all of which ultimately leads to better performance and overall productivity.
- Get reports and trends: Modern HR tools have analytics and advanced reporting features. You can get insights about everything ranging from employee turnover and the number of incidents to attendance and employee engagement. You can then use this data to make decisions and strategies for improvement.
- Streamline your workflows: One of the biggest advantages of using an HRMS is that it acts as a centralized solution for all your HR tasks. You can hire, onboard, compensate employees, do background checks, and performance evaluations all from one place, instead of using different applications for each task. Moreover, you could also map out an employee’s compensation and PTO based on their attendance, performance, and other such metrics.
- Manage shifts and schedules: Healthcare professionals usually have constantly-changing schedules. HR software made specifically for healthcare companies is cognizant of this fact and incorporates features that let employees fill open shifts quickly and give managers insights on scheduling needs.
Some Pitfalls To Avoid While Buying A New HR Software For Your Healthcare Practice
- Lack of employee self-service: Modern HRMS are equipped with employee self-service which means that your employees can access, edit, and update some of their information on their own; a task that was previously reserved for the HR team. In an industry as demanding as healthcare where employees always need to be on their toes to fill an emergency shift, it’s absolutely vital to steer clear of HR systems that don’t have employee self-service.
- Low data security: The Health Insurance Portability and Accountability Act of 1996, commonly referred to as the HIPAA, necessitates organizations to protect patients’ sensitive information. Make sure the vendor you’re purchasing your HR software with keeps your sensitive information secure and is able to comply with these regulations.
- Interface that’s not user-friendly: Working in the healthcare industry can certainly entail working in a high stress environment. You don’t want to take on more stress by trying to decode an incomprehensible HR software. Besides, HR managers are not the only people who have to deal with the HRIS but also the nurses, doctors, and other staff workers who have to directly deal with the patients.
- No mobile app: Since the majority of workers have to be in direct contact with patients, healthcare professionals don’t have a lot to do with computers. Besides, it’s always less time-consuming to carry out routine tasks from a smartphone. If there’s no mobile app for the HR software you’re intending to buy, it could cause logistic issues later.
- Inability to integrate with other applications: Most HR technologies integrate with myriads of third-party applications. While the HRIS you’re interested in buying might have the ability to integrate with popular applications, it may not integrate with the system that your company uses regularly. If you fall prey to this common pitfall, you’ll be spending your days manually entering data from one software to another, causing an unnecessary roadblock for your core HR responsibilities.
- Bad customer support: Due to the time-bound and compliant nature of work that healthcare professionals do, it’s imperative to look for an HRIS that delivers speedy and robust customer support service. You don’t want your employees to be wound up in a situation where they fail to deliver quality patient care due to an unresolved technical glitch.
ROI Of The Right Healthcare HR Software
On the surface, an HR software product may not seem like a necessity in an industry that has little to do with computers and software. But, on a closer look, it becomes apparent that no other industry needs a people management software as much as healthcare. This is because the way employees in a healthcare practice are managed has a direct impact on the quality of care delivered to patients. Therefore, the right HR software for your healthcare company is worth every penny and could help your organization cut down stress, time, and money.
If you’re still not convinced and need some numbers to change your mind, consider this simple stat: The average salary of an HR administrator in the US is $50,000 per year. If you compare the amount of money you’ll spend on an HR software vs the cost of hiring a few administrators, you’ll see that it’s completely worth buying good HR software for your healthcare organization. Besides, unquantifiable benefits such as accuracy, quick scheduling, elimination of duplicate entries, or avoiding compliance risks should not be overlooked.
Healthcare HR Software Pricing
Pricing for HR software varies from vendor to vendor as well as on the features that your organization requires. Some vendors can cost you as little as $4 monthly for each user, while others can cost you upwards of $99. For most vendors, the pricing model is per-employee per-month. Some vendors will also charge you a monthly fee in addition to the per employee charge.
Many vendors don’t disclose their pricing upfront and you can only get a custom quote after getting a demo of their HR software. Sometimes HR tech vendors also charge you for setup, implementation, customer support, or consultation. Make sure to ask about these charges from your potential vendor.
Although pricing will vary according to your organization’s needs, below is a chart of estimated price ranges:
Key Healthcare HR Software Features
There are hundreds of HR tech vendors out there, rich with features to make your work as an HR manager easy. But when it comes to healthcare HR software, there are certain core features that you must not compromise on. Here are some of those:
- Employee self-service: In a fast-paced environment such as a healthcare company, the option to let your employees carry out recurring HR tasks like marking absence or benefits enrollment is a must-have. Not only would it help you save a lot of time as an HR manager, it would also bring clarity to the work of your employees.
- Multiple pay rates: In hospitals, workers may have to take on emergency shifts at night. Such shifts take place at odd hours and usually compensate employees more than their regular shifts. This is why a single individual can have different pay rates depending on the job and the hours it is performed at. Look for an HRMS whose payroll tool comes with a multiple pay rates feature.
- Training and development: Staying up-to-date with the methodologies and brushing up on old knowledge is absolutely critical in a field like healthcare. Make sure that the HR software you end up buying has a training and development tool where employees and managers alike can track their progress and access learning resources.
- Attendance & time tracking: Modern HRIS have an attendance tool that’s linked with the payroll. In healthcare practices, where there can be fluctuating working hours, a time tracking tool will help you avoid duplicity errors and pay your employees accurately.
- Scheduling: In healthcare practices, employees need to be on their toes to fill an emergency shift. A good HR software would make it very easy to schedule and fill open shifts fast.
- Employee database: Think of an employee database as your one-stop solution for quickly storing data and pulling up information about your employees ranging from their contact details and age to their salary and performance history. In healthcare practices, this feature can come in handy when responsibilities need to be delegated under a time crunch.
- Legal guidance and HR advising: In an industry that’s as highly-regulated as healthcare, compliance can be the most critical component of healthcare companies. HR systems designed for healthcare practices usually have a full-fledged compliance tool that helps companies stay abreast of legal changes and take actionable steps to avoid hefty costs.
- Reporting: It’s extremely important to report incidents in healthcare organizations to improve safety and patient care. A healthcare HR software would not only let you log incidents but also other data like employee satisfaction, retention, and growth.
- Recruitment and staffing: The healthcare industry is rife with staffing problems and HRMS built for healthcare companies usually come with solutions to tackle this problem. Some would argue that HR software for healthcare should be equipped with a recruitment tool. This would involve features such as sourcing, applicant tracking, and automated onboarding; among others.
Questions To Ask On Demos
We hope that the information on this page has acquainted you well with the various HR vendors out there and that you have shortlisted a couple of them. Your next step should be to get first-hand experience of the HR software you’re interested in buying. You could do this with the help of a demo, which most of the HR tech vendors provide.
Depending on the vendor, you could expect to get a live demo or a recorded one. In either case, what’s going to set you up for success is coming up with a list of questions to ask during your demo session, so that you could find the HR software that most meets your needs.
To help you get started, below is a list of questions that we think every healthcare company should ask from a potential vendor. Feel free to use this list to ideate more questions:
- If my team is already using an HRMS, what is the process and timeline of transferring data from our previous HR software?
- Do you provide legal guidance to help us stay updated with new laws?
- How secure is our patient data and other sensitive information?
- Do you help with HIPAA training and certifications?
- Does this HR tool integrate with the applications that we’re currently using for our healthcare practice?
- Do you have a mobile app for this HR software product?
- How do you help us stay legally compliant?
- Do you provide HR advising?
- How robust is your reporting tool?
- How quickly does your customer support team respond and resolve issues?
- Is training required for using this HRIS? If so, is it free?
- Can you show us what your software looks like, from the point of view of someone outside the HR department?
- How extensive is employee self-service?
- Can you customize this HR software according to our organization’s needs?
- Do you have a tool for internal communication?
Healthcare HR Software Implementation
Depending on whether you’re buying HR software for the first time or switching to a new one, your implementation process would slightly differ. There are also variables such as your organization size, training requirements, and the vendor you choose that would dictate your timeline and process. Thus, implementation of a new HR software could take as little as a day to a couple of weeks.
Most vendors start with an installation, which is followed by data migration (if you’re switching from another vendor), configuration, testing, employee training, and finally officially bringing the software onboard. Later, the vendor may follow up for feedback.
In most cases, the implementation team would ask you the following information:
- Basic company information such as your EIN (employee identification number)
- Basic employee information such as their name, SSN, address, compensation etc.
- Payroll and information about already paid taxes, if you’re switching vendors mid-year.
Do note that although this is the typical process, it’s best to ask the vendor you’re interested in about their implementation process and timeline before proceeding with them.
Healthcare HR Software FAQs
What is HR software?
An HR software is a suite of tools that helps a company’s human resources department perform everyday HR tasks.
What software is used in healthcare?
There are many HR vendors that cater to healthcare companies and our list mentions some of the top healthcare HRMS such as Zoho, Workday, Rippling, and BambooHR.
What is included in HR software?
Modern HRMS act as an all-in-one HR solution and can help your company with all your basic HR needs ranging from payroll and recruiting to benefits and talent management.
What are the three main types of HR software solutions?
The three main types of HR software solutions are HRIS, HCM, and HRMS.
What does HRIS stand for?
HRIS stands for Human Resource Information System.
What does HCM stand for?
HCM stands for Human Capital Management.
What does HRMS stand for?
HRMS stands for Human Resource Management System.
What’s the difference between HRIS, HCM, and HRMS?
These terms are often used interchangeably because on the surface, there isn’t a huge difference between HRIS, HCM, and HRMS. The definition varies from vendor to vendor and even among HR professionals. While all three are all people management tools, the differences lie in their features and use cases. An HRIS takes care of your core HR needs and is limited in that sense. An HRMS has the same use case as an HRIS but goes beyond the core HR needs in terms of features. Strategic planning is the epicenter of an HCM while having most of the HRMS features.
What are the advantages of using HR software in healthcare companies?
There are many benefits of using an HR software in a healthcare company, some of which are:
- Helps you save time by automating repetitive tasks
- Reduces stress and Improves the overall employee experience
- Guides you with legal changes and Increases compliance
- Helps you overcome staffing problems
- Incident reporting, analytics, and key business insights
- Workforce management
What is the difference between an HRIS and ERP?
An ERP or Enterprise Resource Planning is a centralized software solution that helps organizations integrate the operations of different departments like sales, IT, marketing etc. An HRIS on the other hand, helps organizations integrate different HR processes and perform core HR tasks from one place.
What is the relationship between HR and healthcare?
The role of HR in healthcare is paramount. In order to deliver quality patient care, healthcare employees need a management system that lowers their work stress and improves their overall performance. HR software made for healthcare companies solves this.
What is the best HR software for healthcare?
While we’ve spent a lot of time researching and coming up with this list of the top HR software for healthcare, what is best for one organization might not be for some other. Hopefully, our comprehensive yet brief vendor reviews helps you shortlist what would be the ideal HR software for your healthcare practice.
Final Advice
If you’ve made it this far, we really hope we’ve covered all the gaps in your knowledge about HR software for healthcare companies. Your next step should be to shortlist 2-4 vendors and book demos with them.
As a last piece of advice, we’d suggest that you factor in the various constraints and edge cases that by default come when you work in an environment as dynamic as a healthcare organization.
Many HR software vendors provide a one-size-fits-all solution for all industries and lure prospective buyers in by simply marketing the relevant features. Take ample time to list down everything that your organization needs by talking to your doctors, nurses, and other healthcare staff who will be using the HR software. It’s always good to have clear objectives before setting up a demo. All the best!
If your healthcare practice is specifically focusing on staffing, our best recruiting software guide may help you.
About the Author
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
