Best HR and Payroll Software Systems in 2025

• Operational efficiency - Time spent on administrative tasks is reduced, such as manual clocking, time-tracking, and costing out of labor rates.
• The Talent Acquisition module helps fill roles more quickly with top talent by leveraging modern tools like texting and QR scan codes.
• Cost-effective solutions for a variety of organizations, including education, financial services, healthcare, manufacturing, nonprofit, restaurants/hospitality, retail, and technology. Solutions are available for small, midsized, and large enterprise organizations. Paylocity streamlines HR tasks, minimizes compliance risk, and drives communication and collaboration with tools to improve employee engagement.

Since 2000, I have used Paylocity. Our previous HR systems were numerous. We moved the following processes into Paylocity, which offers an all-in-one HR solution:

• Payroll - Automated processes, tax compliance, and overall simplification of payroll processing.

• Workforce Management - Improved efficiency by automating scheduling, time tracking, and ease of use for employees via their phones.

• Human Resources Software - Automation of manual tasks such as reviewing time management and I-9 Work Authorization tracking. Simplification and access to real-time information via the mobile app allow everyone to view their pay info, tax forms, time off requests, update personal information, and complete tasks that previously required paper.

• Talent Management - This tool helps shorten the time to hire during the recruiting cycle, expands the reach of finding top talent by posting and sharing openings across many job boards, and enhances the candidate experience through texts and QR code scanning.

This aids in finding talent faster and making engagement easier. Additionally, this module is excellent for onboarding new employees by eliminating hours of onboarding paperwork, as every aspect of onboarding is done online through Paylocity.

There is a performance management segment that provides employees with the tools they need for career development and conducting reviews. Also within this module, compensation and a Learning Management System (LMS) are robust and automated, with a wealth of tools built in to help with employee engagement and retention.

• Benefits - We moved from manual to automated processes, reducing confusion through simplified, flexible benefits management and employee usage. Key takeaways: access anywhere via mobile or desktop, real-time information, employee education with step-by-step guidance videos/scripts, compliance with federal and state regulations for COBRA, ACA, and HIPAA, and ease of error reduction through automation.

• Employee Experience - Employees have access to the HR platform, increasing self-service adoption, building confidence, collaboration, and connection.

• Data - Paylocity helps bring data to life while keeping in tune and up-to-date with your workforce. For example, AI is used to provide key insights for identifying gaps and actionable recommendations on how to improve employee productivity and reduce turnover.

I do not have any cons to share about Paylocity.

In comparison to Workday, the ease of implementation and support was better with Paylocity. When I used Workday with a large enterprise organization supporting 10,000 employees, the assigned team was larger and divided into various segments. Paylocity supported a small service organization with fewer than 2,500 employees.

The criteria should include the following:

1. The available budget.
2. Types of systems and applications being integrated.
3. Company size.
4. Readiness to move away from paper and files into software/automation. Paylocity simplifies and streamlines critical payroll and HR processes.
5. Remember to allocate time and a team to help design the front end of the system and plan the rollout—this takes time and patience.

Paylocity has expanded and introduced the Modern Workforce Index (MWI), giving HR leaders real-time visibility into organizational health compared to similar companies based on NAICS codes and organization size.

Paylocity is primarily designed for small to medium-sized organizations. It simplifies and streamlines critical payroll and HR processes and functions.

Deel has a user-friendly interface that is easy to navigate. The 24/7 chat feature is helpful whenever I have questions. Creating background checks through Deel is straightforward.

We purchased Deel in the spring of 2024. Our company was expanding its contractor base and needed payroll software to streamline the process. Our goals included simplifying contractor onboarding and payment while allowing contractors to upload their timesheets.

We needed a platform that could support these tasks, answer questions along the way, and assist with tax filing. We used Deel for about two months before deciding to switch to a different platform.

I’m not a fan of the pricing model, as it charges for all contractors added, even if they haven’t been paid. It feels as though there is a fee associated with nearly every action. Contractors also often seem confused when uploading their timesheets.

I appreciate Deel’s customer service, especially the 24/7 chat feature. Other tools require calling during business hours, which can be inconvenient.

I suggest prioritizing ease of use, price, and potential hidden costs. Ask whether the tool charges for customer service inquiries, monthly fees, and how pricing is structured for each contractor or employee. Personally, I prefer not to pay for a contractor I haven’t actually paid yet.

The home page and navigation were recently updated and look improved, though I don’t find this to be a significant change.

Deel is suitable for established small businesses.

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

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

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

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

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

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

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

• Rippling is an all-in-one platform that manages the entire employee journey, from interviewing to offboarding.
• It has direct integrations with Carta.
• It offers a seamless payroll process through its flexible benefits platform.

We adopted Rippling in 2021 as a small tech startup with fewer than 15 people, seeking a solution to manage essential HR functions without a dedicated HR or Finance team member. We needed software that could efficiently handle payroll, onboarding, and offboarding while ensuring compliance with local and federal laws and regulations.

Over the past three years, we have expanded our use of Rippling to include its recruiting platform and ASO services, which provide enhanced support for federal and state filings and reporting. Most recently, to integrate benefit deductions seamlessly into payroll, we appointed Rippling as our Broker of Record and began using its Flexible Benefits module.

• The support process can be overly complex and too dependent on AI.
• The Recruiting Module does not allow the exclusion of specific job boards, such as Indeed, which often results in a high-volume but low-quality applicant pool.
• Rippling’s step-by-step wizard makes it difficult to view entire processes, like employee offboarding, in one comprehensive view.

Rippling is a robust all-in-one platform that has consolidated services we previously outsourced. Before using Rippling, we managed separate vendors for applicant tracking and flexible benefits administration. Rippling has enabled us to bring all these functions together in a single, integrated system.

Companies should evaluate whether they prefer an all-in-one system or specialized tools that integrate throughout the employee lifecycle. It’s important to assess the team's capacity and willingness to learn and manage the platform. While Rippling is intuitive, it requires a time investment to fully leverage its features.

During our time with Rippling, we have seen enhancements to the recruiting platform, including improved resume screening and stronger communication automation.

Rippling has introduced customizable workflows and in-platform app customization options, allowing us to tailor the platform to our needs. Its expanded support and compliance features led us to adopt its ASO service in early 2025.

Rippling is ideal for companies seeking a strong, user-friendly, all-in-one HRIS solution. It provides value even for users without payroll or HR expertise due to its intuitive interface.

It suits small to mid-sized businesses and is especially beneficial for companies with remote teams or global employees, as it includes device management and global payroll features.

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.

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

Namely has a clean, easy-to-navigate platform that is user-friendly. It is accessible for both employees and HR professionals. The tool includes compliance features like reporting and ACA tracking to help meet regulatory requirements. It integrates with third-party apps, including accounting software, which ensures smooth operations across business areas.

At my previous company, we used Namely primarily to streamline our HR processes, including payroll, benefits administration, and employee data management. Our previous system was mostly paper-based and very inefficient. We needed a centralized solution that could handle our growing business.

Namely has a user-friendly interface that has improved onboarding, HR management, and overall communication. We’ve been using it for almost two years, and it has significantly improved compliance and efficiency.

Although Namely is user-friendly, some features—such as advanced reporting and customization—have a steeper learning curve. The cost can be high compared to other HR software, especially for smaller businesses. The mobile app lacks some functionalities of the desktop version, which can hinder accessibility for HR management on the go.

Namely offers a user-friendly, all-in-one HR platform for mid-sized companies. It combines payroll, talent management, employee benefits, and compliance into one solution.

Compared to competitors like Workday and ADP, Namely is more customizable and simpler. Many users appreciate its strong customer support. While other platforms may offer more advanced features, Namely focuses on simplicity and ease of use.

Consider ease of use, integration capabilities, and scalability. An intuitive interface is important for daily operations and efficient onboarding. Scalability ensures the tool can grow with your company and adapt to changing needs. Integration with systems like performance management and payroll is important for smooth data flow. Pricing and customer support should also be considered to ensure long-term value.

Namely has continued to improve its platform to better serve mid-sized companies. It has expanded to include enhanced benefits, payroll, and compliance tools. Customization options have been improved, allowing businesses to tailor the platform to their specific needs. User experience enhancements have made the software more efficient and intuitive. Namely has also focused on strengthening customer support to assist users as the platform grows.

Namely is well-suited for most mid-sized businesses, HR managers, recruiters, business owners/CEOs, payroll managers, and benefits coordinators.

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

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

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

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

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

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

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

• BambooHR is intuitive and easy to navigate for both HR teams and employees.
• It streamlines onboarding and automates new hire paperwork and onboarding checklists.
• It centralizes employee data and keeps all HR information secure in one accessible system.
• Its robust time-tracking simplifies PTO requests, approvals, and accrual tracking.

Our organization implemented BambooHR to streamline and improve our HRIS processes, including time tracking, benefits management, and payroll. The platform is intuitive and user-friendly for both HR teams and employees.

We valued its ability to centralize all HR functions in one place, which significantly improved our onboarding process for both exempt and non-exempt employees. As we expanded across the U.S., Canada, Belgrade, and LATAM, BambooHR proved to be a scalable solution.

Employees also appreciate the self-service capabilities, which promote transparency and efficiency. Headcount and attrition reports are easy to access and analyze, supporting better data-driven decision-making.

We have been using BambooHR for over five years, and it has significantly improved the overall effectiveness of our HR operations.

• BambooHR payroll is only available in the U.S., which is not ideal for global teams.
• Add-ons like time tracking and performance management increase the cost and are not included in the base price.
• It is more suitable for small teams, as it lacks advanced recruitment features.
• BambooHR’s customer support can be slow to respond at times and provides limited help with more complex issues or customizations.

BambooHR is widely recognized for its clean, intuitive user interface, making it easy to use for both HR teams and employees. Unlike competitors like ADP or SAP SuccessFactors, which offer more features but can be complex to navigate, BambooHR is designed specifically for small to mid-sized businesses—typically 25–500 employees.

It is a simple and agile solution that doesn’t require a dedicated HRIS team, unlike enterprise-level tools like Workday or Oracle HCM. One of its key strengths is strong employee self-service capabilities for managing time off, pay information, documents, and updates.

While platforms like Rippling and Gusto offer broader feature bundles, including IT management and payroll, BambooHR focuses on providing a solid, affordable core HR system that works well for organizations with straightforward HR needs.

When buying an HRIS tool like BambooHR, several important criteria should be considered. First, evaluate whether the system covers your core HR needs, such as employee data management, time-off tracking, and compliance features.

Ease of use is critical—both HR staff and employees should be able to navigate the platform easily. Scalability matters if your company plans to grow or expand internationally. Make sure the tool integrates with your existing software, such as payroll, applicant tracking, or communication tools.

Payroll and benefits administration are also key if you're looking for an all-in-one solution. Reporting and analytics should allow for useful insights into workforce trends and performance. Employee self-service features save time by allowing staff to update information and request time off independently.

Understand which features are included in the base price and which require add-ons. Lastly, reliable customer support and strong security features are essential.

In late 2024, BambooHR launched the Ask BambooHR AI assistant, a smart tool that uses company data to provide employees with quick and accurate answers to common HR questions. This feature enhances employee self-service and reduces the workload on HR staff.

BambooHR also improved the paystub experience by allowing employees to download multiple paystubs at once, filter by date range, and easily access year-to-date totals. To help HR teams stay organized, the platform introduced advanced document management features such as multi-level folder organization, drag-and-drop file uploads, and enhanced search functionality.

Reporting capabilities were expanded with a “Recent” section for quick access to frequently used reports, a “Favorites” feature to bookmark key reports, and improved options for sharing and managing custom reports.

BambooHR is well-suited for small to mid-sized organizations, typically those with 25 to 500 employees, looking for a straightforward and easy-to-use HR management system.

It works best for companies that want to streamline core HR tasks like employee data management, time-off tracking, and onboarding without the complexity or cost of enterprise-level software.

It’s ideal for businesses that value employee self-service and need a platform that supports remote or distributed teams, especially across the U.S., Canada, and other growing international locations.

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

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

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

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

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

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

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

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

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

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

Small to mid-size organizations can benefit from Paycor.

Gusto offers an intuitive interface that makes it easy to navigate various tasks. Their system consolidates our processes and reduces the need for multiple platforms. Additionally, they provide excellent customer support, offering timely assistance whenever needed.

We chose Gusto due to its comprehensive payroll, benefits, and HR solutions, streamlining our administrative processes. The user-friendly interface and automation features enhance efficiency. Overall, Gusto has been a valuable asset to our HR team.

• While Gusto is comprehensive, we have encountered some challenges with integrating it with other existing HR tools. Also, there are instances where we wished for more customization options within Gusto.
• Periodic updates to the platform have previously disrupted our workflow.

Gusto is a bit more user-friendly. Also, their comprehensive approach distinguishes them from competitors that may offer specialized services but not the same breadth of integrated solutions.

Ensure it aligns with your organization's specific needs and growth objectives. Also, look for a platform that is intuitive and requires minimal training for your team to navigate and operate effectively.

Given the dynamic nature of tax regulations and HR compliance, Gusto has demonstrated platform update agility. Over time, they have refined the platform's interface, making it more intuitive and user-friendly.

It seems to be best fit for smaller organizations.