The 15 Best HRIS Systems (2024)
Our HR tech experts demoed dozens of HRIS systems and researched many more to find the best tools on the market. Find pricing info, screenshots, pros & cons, and more below.
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Best HRIS Systems
Human Resources Information Software (HRIS) is critical to business operations, but they tend to be fairly expensive with rigid contracts, and choosing the wrong one can be an operational disaster (not to mention bad for your reputation around the office).
The job of an HRIS is to be the unified system to handle all people processes. This includes TA/recruiting, compensation, leave management, organizational management, and sometimes more.
This guide covers everything you need to know to make a highly-informed choice if you’re in the market. We discuss cost, contracts, common pitfalls, ROI, and tips for product demos.
We will also bring in the voices of three expert contributors: Phil Strazzulla (our founder and CEO), Stacey Richey (VP of People at Corvus Insurance, 18+ years in HR) and Danielle Jones (CEO of Pinnacle Consulting Services, 10+ years in business and HR).
If you'd like individualized guidance on choosing the right solution, you can schedule a complimentary call with an HR tech expert on our team, who will create a customized vendor shortlist for your organization.
To choose the best HRIS, we meet with vendors for product demos and ask tough questions based on user research statistics, expert feedback from HR thought leaders and the real-world expertise of our editorial team.
The crucial features on which we evaluate HRIS systems include scalability, integration, self-service functionality, compliance and security, and total cost.
Scalability: We test each HRIS system’s capacity to handle rapidly growing teams by looking for features such as single sign-on, enterprise system integration, batch processes, and automations.
Integration Capabilities: Integration is critical for an HRIS. Each of our top picks integrates with existing systems such as payroll, talent management, or recruitment software to ensure seamless data sharing.
Reporting and Analytics: The best HRIS systems feature robust reporting and analytics capabilities and provide actionable insights into employee data, HR metrics such as employee growth and retention, and workforce trends such as the number of female executives.
Employee Self-Service: Each HRIS is evaluated by our experts for the quality of their self-service functionality. These critical features empower employees to access and update their own information, request time off, view pay stubs, and participate in performance management processes.
Information Security: It is crucial that HRIS vendors undergo regular audits such as SOC2. In addition to ensuring measures were in place to protect sensitive employee data, we also evaluated each platform’s approach to compliance with relevant employment laws and data protection regulations.
Total Cost of Ownership: It is important to know the overall cost of implementing and maintaining an HRIS system, including licensing fees, customization, training, and ongoing support costs.
To gain deeper insights into how we build these lists, check out this article about how we evaluate HR tech vendors.
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Need Help? Talk to an HR Software Advisor!
Tell us more about your company & an HR Software Advisor will help you find the right software
![BambooHR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62be4421e96e8945bee29ff9_bamboohr-icon.jpeg)
BambooHR
![BambooHR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62be4421e96e8945bee29ff9_bamboohr-icon.jpeg)
BambooHR has been one of the go-to HR software for SMBs for years: It comes with stellar customer support, is easy to use, and gives companies some flexibility in purchasing the modules they want.
PROS
- Flexible packaging means you can pick out one or two packages and have other modules included as add-ons based on your needs.
- Straightforward platform that’s easy to navigate and customize.
- All plans/packages have custom pricing that most users think is reasonable.
- Integrates with some LMSs.
- Smooth onboarding workflow with many automation features.
- Has free trials.
- 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 functionality is only available for US-based workers.
- Some popular integrations, such as QuickBooks, are missing from the platform.
- Customer support is excellent, but it is only accessible during business hours in U.S. time zones
- Desirable features like time monitoring, performance evaluation, and employee surveys can only be accessed as add-ons.
- According to some user reports, nothing prevents employees from scheduling vacation in excess of their allotted time
- 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 Dashboard Screenshot - one of the best hris software](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6439206da1e3bcc9ce83512d_Bamboohr-Home-Settings.png)
BambooHR’s platform has consistently been among the top choices for HR professionals in the US and beyond for over ten years. We gather this has to do with the fact that BambooHR spans the entire employee lifecycle. Aside from the Core HR functions like ATS, leave management, employee records, and a company calendar, they also have recruiting and performance management, and payroll available as add-ons. That said, the HRIS is offered as a small business package.
On top of their platform, BambooHR also has an app marketplace with integration options for dozens of HR/recruiting tools, as well as an HR glossary. They also host HR events from time to time.
Among the 20,000+ companies that use BambooHR, you’d find names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, and Grammarly.
- BambooHR uses the per-employee-per-month pricing model to charge teams with more than 20 employees and a monthly flat rate for ones having 20 employees or less.
- From our research, the HRIS cost is between $6 and 12 per employee per month plus 5-15% of the annual software cost as their one-time implementation fee.
- Volume discounts and free trials are available. No annual contract is required.
Pro tip: The team is open to extending the demo upon request or even giving you a free demo of advanced features.
Best For
US-based SMBs looking for a customizable HR product with pricing that reflects their needs. The platform is also quite popular among teams that are partially or even fully remote.
- The tool has been critical in managing employee data and maintaining the database of employee information accessible by the team remotely.
- We use BambooHR for onboarding and collecting information for new joiners. It is also an ideal tool for recruitment and tracking of candidates throughout the recruitment cycle.
- We are also able to use it to track and manage employee leave applications.
- Reporting has been made very simple since I can pull a report in minutes on headcount, analysis on gender, leave, turnover rates, onboarding, and performance
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- Excellent Customer Service: The customer support team has been very supportive and responsive in troubleshooting.
- The system is user-friendly and has some videos guiding you through some of its functions. The system is designed to be customizable, so clients can tailor it to meet their specific needs.
- Powerful reporting: BambooHR's reporting features have allowed me to generate a wide range of reports, such as headcount, turnover, and diversity reports, this information is instrumental in making data-driven decisions.
As Covid-19 forced most employers to look into hybrid working models, there was a need for us to look into tools for managing employee information and tracking time off to streamline administrative tasks and reduce errors while working remotely.
BambooHR offers Recruiting and applicant tracking features that make it easier to find and hire the right candidates for open positions remotely.
Additionally, it provides performance management tools, including goal setting and performance reviews, which can help ensure that employees are working towards company objectives and receiving the feedback they need to succeed.
I found the system to be user-friendly, with a modern interface that is easy to navigate and customize to meet our needs. The system also has video tutorials that are clear and guide you through its functions.
The main con would be its limited payroll functionality. It is not available in Africa and its payroll functionality is currently only available for customers in the United States and Canada, which may be a drawback for companies based in other countries.
Pricing is also on the upper limit compared to other solutions, particularly in Africa.
The features on training could also be more customizable to clients in diverse spaces or lines of work
BambooHR has strong reporting features which allow us to generate a wide range of reports, such as headcount, turnover, and diversity reports, which can help organizations make data-driven decisions.
Its user-friendly interface is easy to navigate and find the information users need. The system is designed to be customizable, so users can tailor it to meet their specific needs.
When buying BambooHR or any other HR software solution, there are several criteria to consider, including:
- Location: BambooHR's payroll functions are better suited for companies in US and Canada. For ease of compliance with local regulations, countries in Africa can consider an alternative tool to run their payroll function.
- Company size and needs: The size of the company and its HR needs are important factors to consider when selecting a software solution. BambooHR is generally well-suited for small to medium-sized businesses with straightforward HR needs.
- Customization: Companies should consider how customizable BambooHR is, and whether it can be tailored to their specific HR workflows and processes.
- Security and compliance: Companies should consider BambooHR's security and compliance features to ensure that employee data is protected and that the system meets relevant legal and regulatory requirements.
- Improved user experience: BambooHR has focused on improving the user experience over time, with updates to the system's interface, navigation, and overall usability.
- Deeper analytics: BambooHR has added more powerful reporting and analytics features over time, which has helped users gain deeper insights into their HR data.
BambooHR is well-suited for small to medium-sized organizations with straightforward HR needs. The system is particularly strong in areas such as employee data management, onboarding, and reporting, and is designed to be customizable to meet the specific needs of each organization.
Functions like payroll are better suited for companies in US and Canada.
It is well-suited to organizations that need a flexible, customizable, and user-friendly HR software solution.
Large enterprises: BambooHR is generally not recommended for large enterprises with complex HR needs. The system is designed to be straightforward and easy to use, which means it may not have the depth of functionality that larger organizations require.
It is also not ideal for a company wishing to run payroll that is operating outside the US
![Deel](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65dca3f00ecf7205308db5d5_Square_Deel_Logo_Wordmark_Black-White_Large%201%20(1).png)
Deel
![Deel](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/65dca3f00ecf7205308db5d5_Square_Deel_Logo_Wordmark_Black-White_Large%201%20(1).png)
Deel is a fantastic (did we mention free?) HRIS for remote and international teams that need a way to compensate their employees, and a system for record.
PROS
- Their HRIS is literally free
- You can pay employees and contractors globally through one system
- Employee experience features such as 1:1's and pulse surveys
- One of the best features of Deel is its customer service. They offer 24/7 in-app support and the fastest-in-class onboarding speed of 2-3 days. Users get access to local payroll experts in each jurisdiction, and support is available for contractors facing challenges setting themselves up as an LLC.
- Integrates seamlessly with common platforms like Quickbooks, Bamboo, Greenhouse, and more. They also offer custom integrations to automate and sync processes.
- Self-service approach; tech-enabled features so customers can jump in quickly and easily. Our user researchers found it quite easy to set up: the identity verification process consistently took less than 24 hours, and in some cases, it took mere minutes.
- Automated invoices, which are a breeze to do as long as they’re in English, both on the company and the contractor or employee’s side.
CONS
- This system can be expensive if you are a small remote team and using it to pay international employees (for example if you're a 10 person team with colleagues in 10 different countries, it will be close to $50k/yr, but this is the cost of paying people compliantly)
- Their HR suite is new, and therefore lacks a lot of features that you would expect in a Bamboo, Bob or other solution that's been on the market for years
- Some of Deel’s best and most powerful services, like onboarding automation, appear to be add-ons, which might be too costly for some companies
- There is little to no flexibility when it comes to altering their contracts or service agreements, so many changes would require an addendum.
- There is a $5 fee per payout
- As far as we’ve seen, it’s not possible to generate invoices in another language.
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We added Deel's HRIS to this page as it's really the first free HRIS with a global focus. Deel has a number of very large companies (Nike, DropBox, Shopify) using their global payroll platform. However, we view this HRIS as more focused on SMB and mid market companies that need a solution for a global team. This is different than their global payroll solution which companies of all sizes can leverage.
Deel is a leader in the global payroll space, and this new HRIS functionality allows them to go deeper into the HR Tech stack of smaller companies. It's an easy, free, and adequate solution. That said, it reminds us of Gusto a bit in that the functionality isn't as robust as many HRIS's. Just like Gusto added some HRIS like features to their payroll offering, Deel is doing the same.
So - this is great for companies that are global, smaller, cost conscious. But, there will be tradeoffs with more robust systems (which of course will cost a lot more!).
- Brex
- Doogle
- Duffel
- Andela
- HomeLight
- Makerpad
Pricing for Deel's HRIS is completely free! However, they do make money as a business, mostly on their global payroll offering:
- Contractors: At $49 per contractor per month, Deel takes care of payroll and compliance for contracts in 150 countries.
- Full-time: From $500, this plan lets you hire full-time employees in a new country without having to set up a legal entity there. Deel becomes an Employer of Record and hires the employee for you.
Best For
Their HRIS is best for smaller companies that have global payroll needs.
We use Deel to pay our international contractors. When we process our bi-weekly payroll for our company, we run a separate payroll in Deel for these individuals. We have contractors in multiple countries, such as Jamaica, Brazil, Dominican Republic, and Uruguay. The tool is used by myself as the Head of People as well as our Controller and Assistant Controller.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/645398f0b9fc757ece14b991_Deel-Home-Upcoming-Payment.png)
Deel makes it easy for us to pay our international contractors. It ensures we are adhering to each country's legal and compliance standards. It is very easy to process separate payroll along with our regular payroll system. The tool is affordable and straightforward, and it only charges us for what we use each month.
We implemented Deel in order to pay our international contractors. The software we were using did not offer international payroll services and it became a necessity for us to look for one that offered such a feature. In addition, we also had to adhere to the compliance and pay standards of other countries, so we needed a third-party payroll system. We've been using Deel for over 2 years now, helping us solve all the problems we had before.
It does not integrate with our HRIS, Rippling. It does integrate with several other HRIS tools, however. No other negative feedback to share.
I like how simple Deel is. I can create contracts and payment schedules for contracts easily. I can terminate a contractor quickly and I feel confident that I am doing so in a compliant way. It is easy for new admins to be added to the tool so my finance team is involved with payments and contracts.
You should use Deel if you have international contractors. If your current payroll tool does not offer an easy or affordable way to pay global employees, consider using Deel.
Some new features I've seen in the tool include an onboarding tracker and a global payroll feature with more robust offerings. They add new countries as well and service 90+ countries currently.
One with global contractors.
If you do not have international employees or contractors, you would not benefit from this tool.
![Bob](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2c992efef82535895dc3b_Hibob-%20Logo.png)
Bob
![Bob](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2c992efef82535895dc3b_Hibob-%20Logo.png)
Bob is a global platform that can streamline pretty much everything an HR department needs to do, in a highly customizable manner.
PROS
- Offers excellent customization options for managing international operations, allowing seamless handling of diverse workflows such as time off requests, parental or other types of leave, and employment types across multiple countries.
- Notably, it includes intranet-like features that users appreciate, like posting 'shout-outs' and sharing content on a company home page.
- Robust integration capabilities enable the connection with other essential business tools.
- They have tons of modules, which makes them a real one-stop shop. Beyond Core HR, they have modules for most things People Ops-related.
- Bob is a fast-growing company and their product looks the part, as it has one of the sleekest-looking platforms in the HRMS space right now.
- Their payroll hub allows you to connect all your payroll systems, which works great if you want to pay people in multiple locations without switching providers.
CONS
- While functional, the reporting capabilities of Bob can be considered limited for an HRIS.
- As an HRIS, some users feel that certain modules, such as performance management and surveys, could benefit from more extensive options and customizable parameters.
- The user interface can be less intuitive in certain areas, requiring a slight learning curve for optimal utilization.
- Customer support is only offered via a chatbot and email.
- As to implementation, several users commented that they felt there could be more attention via personal walkthroughs provided at the beginning. Many had to resort to reading documentation and watching videos or just figuring things out by themselves.
- Pricing is only custom and available upon request, so you can’t just sign up, pay, and start using the tool.
![Our reviewer took screenshot of Bob's HRIS system during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62aa509e0f9ded7573547681_Bob-Dashboard.jpg)
Bob, or HiBob, is a really interesting contender in the HRMS space. Their philosophy is to put the employee first, and you can see that in how easy the product is to use. Also, in various ways, this solution engages employees to better understand and cultivate culture. This is a great fit for forward-thinking HR departments that need tools like onboarding, time-tracking, payroll reports, time-off management, surveys, benefits, and much more.
Tufin, Yotpo Ltd., Fiverr, Happy Socks, Taptica
Bob offers custom pricing. They have flexible plans for growing companies and will work with you to offer the best possible cost.
Best For
Bob offers custom pricing. They have flexible plans for growing companies and will work with you to offer the best possible cost.
We use HiBob HRIS everyday as all of the employee info is stored in there. We used it for creating key reports, onboarding, offboarding, internal communications, and kudos. Once you're in the system, you have the capability to set up workflows to automate which is helpful. For onboarding, we had it integrated into our ATS which was Jobvite. Overall it was pretty seamless and easy to use.
- Bob was a fun and engaging HRIS that employees really enjoyed.
- It allowed a lot of interaction within the platform, and for people to get to know each other better.
- There was a surprising amount of customizability you could get from the system.
I used HiBob HRIS between 2019-2020. We unfortunately had to move off of BambooHR, and HiBob was the next best platform for our company of 250+ employees. During my time, we'd used it for about 1 year. It's a very people and engagement oriented HRIS that encourages a lot of opportunities to celebrate each other, interact around any announcements, and is very culture focused. The key benefit it provided was a culturally engaging HRIS that employees enjoyed using once they were trained on it.
- It had a lot of bugs and the server can be slow at times. Hopefully this issue has resolved over time.
- It's not an all-in-one platform, they encourage you to partner with other best in class payroll, time keeping, etc. systems.
- The UI looked great, but the UX was a bit clunky. For almost all processes, there was a lot of click through that had to be made and the experience was not very user friendly.
Bob excels at creating a people first and culture centric HRIS which most do not do. At most it's where you check for your payroll. However, we got a lot of great positive feedback around the platform itself. Around HR Processes though, they seemed to still be growing in functionality at the time (2019). They are integrated with a lot of the major brands / companies around payroll, timekeeping, etc. so it makes it easy to use across platforms.
- All-In-One Platform: If you're looking for an all in one platform, this won't be the best fit. However, if you're looking for a good culturally engaging HRIS this would be a good option!
- Onboarding -> Payroll -> Offboarding Workflow: It's important to think about where you're starting your employment/ onboarding workflow since it's not an all in one system. To avoid double work / entry, it's very important to map out where you want to include what data and how you can transfer that across platforms.
Bob was very hands-on and interactive throughout the implementation, training process. They've got an aggressive and extensive roadmap which is exciting. They receive feedback very well, and it was exciting to grow alongside the company and system because we did see things change rapidly within the system for the better.
I think Bob is best for <500 employee companies. It would also probably be better for companies who have a majority of salaried employees vs. hourly non-exempt. And also for a company that wants to use the best in class platforms for various parts of the people experience.
Bob would not be great if you're looking for an all-in-one HR platform. If you use your HRIS for timekeeping and time off tracking, it also may not be the best fit. Larger organizations may have a hard time using Bob.
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity’s comprehensive and user-friendly HRIS offers a wide range of features to support the entire employee lifecycle. With its strong focus on automation, customization, and compliance, their platform is a great choice for businesses looking to optimize their HR operations.
PROS
- Paylocity offers an all in one platform for payroll, HR, benefits and more.
- The platform is user friendly with solutions tailored to different size businesses.
- There’s a mobile app for both employees and managers.
- 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
- Pricing isn’t transparent. There isn’t a free trial or free plan either.
- There’s a slight learning curve due to Paylocity’s feature breadth.
- There’s room for improvement with report customization.
- 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.
![Paylocity HRIS](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6647735a1c5d47efdeca3cf1_Paylocity%27s%20HRIS%20screenshot.png)
In addition to their stellar payroll solutions, Paylocity offers a robust HRIS that simplifies the management of employees, documents, and processes. One of the key strengths of their HRIS is the ability to streamline information collection and task completion across various users and workspaces. Whether it's confirming employee addresses, collecting proof of certification, or managing employee onboarding, Paylocity makes it easy to automate and centralize these processes.
We appreciate the attention that’s been put into Paylocity’s accessibility and data management. Employees can securely access their payroll and HR data anytime, anywhere, via desktop or the Paylocity mobile app. This means they can quickly access offer letters, paystubs, tax forms and benefits info, request time off, update personal information, collaborate with teammates and more. As for managers and HR professionals, they have full visibility into employee data at the position and seat level, can easily configure new positions, assign required skills and certifications, predict vacancies, and manage budget changes.
Paylocity also takes compliance seriously, with an intuitive dashboard that provides quick access to work authorizations, EEO and FLSA compliance data, industry news, and more. And if you need extra support, Paylocity's HR Edge service provides expert resources, including an account manager, to help you minimize risk and implement best practices.
Finally, You can make use of Paylocity's robust reporting and analytics capabilities to gain a deeper understanding of your workforce. With real-time, visualized data, you can monitor key metrics, identify trends, optimize your HR strategies and drive business success.
Paylocity is used by over 36,000 companies including Polywood, Momentus, and Watters,
Paylocity’s pricing depends on the features you need and the size of your business. The best way to get an estimate is to schedule a demo with their Sales team.
Best For
While Paylocity’s solutions can be used by businesses of all sizes and industries, medium and large companies are their ideal market because they’re able to put the platform to full use.
We use Paylocity for various purposes, such as payroll, onboarding, and managing employees' work hours and wages. Our payroll processing is done weekly. Each week, we review the hours reported by our employees in Paylocity to ensure that the final payment is accurate and make any necessary adjustments for deductions, such as child support, health insurance, paid time off, or pending payments.
The onboarding module is used once or twice per week, depending on the number of new employees. With the module, you can add an employee's basic information, employee earnings, PTO, deductions, and simultaneously send a candidate a link to access the Paylocity platform, where they can review and sign necessary documents such as policies, NDA, and handbooks. This helps us streamline the onboarding process, ensuring that new employees have all the required documents and knowledge for their first day of work.
- Their customer service is quick and easy to reach.
- You can integrate modules and customize them according to the company's needs.
- The payroll module integrates with the workforce time management module, allowing employees to clock in and out and generating reports for payments.
- They keep you informed about changes in federal and state employee laws, especially those related to taxes and changes that may affect your company's payroll.
We are a growing company and can no longer manage payroll manually. In 2020, we started using Paylocity. It has greatly improved the time it takes to process payroll and the accuracy of the payments, particularly for our hourly employees. Additionally, our onboarding was done manually. We spent a lot of time sending emails, attaching documents, and transcribing applicants' information into our system. This task could take a full day and did not allow the HR team to focus on other tasks.
To address this problem, the company decided to purchase the onboarding module. It helped us automate the process and save time. Now, on one platform, employees can authenticate, sign, and submit documents, as well as input their information. This has reduced the need for printing and handling physical documents. I have used Paylocity for the past four years, and I believe it is an excellent tool worth the investment.
- The platform is challenging to navigate.
- You still need to add information manually to the payroll, such as holiday pay.
- The employee clock-in and clock-out system sometimes freezes or stops working without reason, requiring a reinstallation of the app.
I have worked with several tools, most of which are similar, but the workforce time management module stands out. It effectively tracks employee hours worked daily and is simple to use. It also integrates seamlessly with the payroll module, offering an advantage that no other HR system provides.
If you are looking for an efficient HR system that you can customize according to the organization's needs, Paylocity is a great tool. Also, if you are looking for payroll software but know that you will need performance appraisal or another HR process in the future, Paylocity allows you to acquire and integrate more modules.
Paylocity continuously changes to offer a better experience to its customers, especially HR departments. When I started working with them, some processes were still manual, but over time, they improved and automated these processes, saving us time that we can now invest in other tasks.
Paylocity is a valuable tool for companies with hourly workers as it allows for easy tracking and control of their time.
Paylocity is an excellent tool for any organization. It is important to define the company's priorities to understand which modules are correct for the organization.
![Monday.com](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b276cd480c9b728debb458_Monday.com-%20Logo.png)
Monday.com
![Monday.com](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b276cd480c9b728debb458_Monday.com-%20Logo.png)
Monday.com offers a versatile platform that can help HR teams elevate their processes. While it may not be your typical HR software, its customizable templates, helpful automation, built-in integrations, and collaboration features make it a valuable asset for optimizing all sorts of workflows and managing employees effectively.
PROS
- Monday.com offers a high degree of customization and automation, empowering HR teams to adapt the platform to their unique requirements.
- There are over 200 pre-made templates that can be used immediately for various processes, saving you time and effort.
- There’s a free plan for SMBs and startups that lets you access all existing templates, create up to 3 boards, and have unlimited documents.
- Free plan available, and affordable, scalable plans for small to midsize businesses
- Easy to learn and use
- Customizable dashboard
- Collaborative document creation with the ability to turn content in docs into tasks in projects with a few clicks
- Gamified progress tracking with visual celebrations for users
- Workflow automation for repetitive tasks
- Built-in communication tools reduce reliance on email
- Customized forms for in-house or client use that can be easily turned into projects
CONS
- It can take some time to learn and set up the Monday because it’s not your typical HR software but rather a versatile platform with multiple use cases, including HR.
- There currently aren’t any features for payroll or benefits administration.
- Users need to upgrade to the Standard plan to access integrations and automation features, which are key to getting the most out of the platform.
- 3+ users are required to get on any of the paid plans
- Limited storage on the Basic plan
- Could be too complex for simple project management needs
- No phone customer support
- Tracking different conversations can be difficult because of all the clutter
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/664c8f41122ad1d55c527aae_Monday.com-hr-software.png)
Though Monday.com isn’t your typical HR software with payroll processing and benefits admin features, their powerful and user-friendly platform can be adapted to various HR scenarios, thanks to its wide range of customizable templates and helpful automation. Whether it's managing the recruitment pipeline, onboarding new employees, conducting performance reviews, or tracking employee development, Monday.com gives you the flexibility to create workflows that fit your organization's unique processes. For those who don’t feel like creating things from scratch, there are several ready-to-use templates covering various aspects of employee management, from employee lifecycle packages and cross-company event planning to employee directories and time-off requests.
Another area where Monday.com differs from traditional HR software (but in a good way) is native project management. The platform's Kanban boards, Gantt charts, and calendar views facilitate seamless collaboration among team members and ensure that everyone is always on the same page, knowing who is responsible for what tasks and where each project stands. The customizable automations further streamline processes by automatically updating timelines, assigning tasks, sending notifications, and more.
We appreciate Monday.com’s emphasis on data visualization and reporting. Its customizable dashboards provide a high-level overview of HR pipelines and tasks, allowing you to quickly identify areas that require attention. You can also generate custom reports and analytics and share them with relevant stakeholders to make collaborative decisions.
If you’re an HR professional looking to streamline workflow management and enhance collaboration, we think Monday.com is worth checking. While it may not be a one-stop-shop for all HR functions, its flexibility, customization options, and user-friendly interface make it a valuable addition to any HR team's toolkit.
Monday.com’s customer list boasts big names like Lionsgate, Glossier, and Oxy.
Monday.com offers flexible pricing options to suit different team needs. The pricing structure consists of 4 paid plans ranging from $9 to $19 per month. Additionally, there’s a free plan available, which allows users to have up to two user seats and three boards. For more information on the pricing options, visit the Monday.com Pricing page.
Best For
Monday.com's adaptable platform allows businesses of various sizes and industries to tailor it to their specific requirements. To accommodate startups and small businesses, it provides a flexible pricing structure, including a free plan.
I use Monday.com to stay organized on my work. I like the way you can have a bird's eye view of all of your projects. Monday.com is a recent tool that I have started using and I wish to transition the current tool to Monday.com soon. I like that I have the ability to link my Slack account to the platform. I use Monday.com to start a new board with every project that I have. I like that I can also use Monday.com to stay on track with deadlines.
I like Monday.com because you can collaborate with others in your organization. Monday.com is a great way for me to stay organized. It’s also wonderful if you want to keep your teams engaged.
As an HR Consultant, I started to use Monday.com in an effort to organize my clients and the projects that I am working on. I have recently started using it.
I wish that there would be an easier way to track time and expenses. I wish that there was a start and stop time for each project. It would be nice to change the color schemes.
This is a great tool if a manager is trying to effectively and efficiently manage projects. This is a great tool to keep your staff engaged and accountable. Don't get left in the dark, this tool gives you the opportunity to know what steps have been taken toward the completion of the project.
Law firms, I think it will easily track the progression of a client's case. As a previous HR professional (10 yrs) with a law firm, I could see how this could be a great tool.
Call Centers.
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor is a robust mid-market HR software for leaders at US-based companies that want their teams to save time with HR transactional tasks.
PROS
- Paycor web app and mobile version have been easy for employees to use.
- The employee self-service portal has good functionalities and is easy to navigate.
- Straightforward payroll processing.
- Scalable product with multiple plans for businesses with under 50 employees and custom plans for bigger teams.
- Frequently runs discount programs that cover setup fees.
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
CONS
- Customer support can be slow to respond.
- Recruiting tool is underdeveloped compared to other similar products.
- Undisclosed pricing. Free trial is available, but you have to reach out and request.
- Reporting and analytics capabilities are limited on lower-priced plans.
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
![Our reviewer took screenshot of Paycor's HRIS system during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/612eb65d65c2fbf15d9625de_Paycor%20screenshot.jpg)
Paycor ticks all the boxes for the features we look for in an HRIS. The employee self-service portal is excellent; it makes tasks like reviewing or signing contracts or choosing benefits straightforward. Admin users are automatically informed about any updates to sensitive employee information.
They didn’t invent the wheel by offering mobile apps, but they are well-built and well-liked. They make it easy to access payroll, time and attendance, and other HR features while on the go.
Though large enterprises can use Paycor, we feel it’s best for SMBs to use it in conjunction with other core HR tools as they grow. Paycor offers multiple plan options for companies with fewer than 50 employees, so whether you only need a payroll solution or a full HR suite, Paycor may have a plan for you.
But our biggest concern about the software is customer reports that support can be quite slow to respond. We’ve also found the reporting capabilities for the lower-tier plans are limited. However, Paycor recently acquired Verb, a behavioral microlearning platform. In addition to bolstering its training and development capabilities, we hope to see improvements across the board in the following months.
Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.
The pricing of Paycor isn’t disclosed upfront. Contact a sales representative to get a custom quote.
Best For
While Paycor has features for global teams, it is a better option for companies in the U.S. with up to 1,000 employees, specifically those in manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations.
We use Paycor for our payroll, PTO accrual/tracking, recruiting and applicant tracking, benefit enrollment, and performance evals. We also use it for discipline tracking, and we use their LMS.
I like the HR piece. It is pretty user friendly. I love the recruiting tool. It's my favorite I've ever used. The texting feature of the recruiting tool has been a big help for us.
We have been with Paycor since 2010. We bought it as our HRIS tool. We use it for HR tracking, recruiting, payroll, time, benefits, performance reviews, etc. I like that almost everything we need is in one tool. It helps to be able to use it for most of what we need.
Their customer service has been awful since covid. They have pushed more and more on the client so that they can expand. It takes way too long to get some tickets resolved.
I've used Peoplesoft previously and much prefer Paycor to it. It is easier to use for both the employee and employer.
Customer Service is so important, which is hard because I think many of these providers do not do that well. Functionality is important. They do this well on some modules. I do not like their time or benefits tool very well.
It has certainly evolved but I think it's away from the customer's needs.
I think it would be good for a tech organization where employees are all at their computers most of the day.
Organizations with populations that are not computer friendly
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling is an HRIS platform with a pleasing design and thoughtful UX that handles everything between onboarding and offboarding.
PROS
- All-in-one HRIS platform for employee management, PEO services, and IT management.
- 500 integrations.
- US and global full-service payroll.
- Responsive chat support.
- Straightforward payroll function.
- Has a mobile app.
- Does a great job catching compliance issues.
- 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
- Very SMB-oriented.
- No phone support.
- Decent prices for the core HR tools, yet extra features (sold as add-ons) can be too pricey for some.
- The reporting function is not the most user-friendly.
- Some shortcomings are reported with benefit carriers, and users are limited to their partner ecosystem.
- 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 dashboard screenshot - one of the best hris software company](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/641d2ddb10b41513becb91f5_Rippling-Payroll%20changes.png)
Rippling has gained traction with their product that focuses on helping SMBs manage HR and IT news with one platform.
Rippling’s focus is on automation and ease of use. In response to user feedback about problematic UX/UI, Rippling made significant improvements to the design of the web and app-based versions. The new design is a massive improvement and a big hit with our user testers.
Proxy, Dwell, Superhuman, Expensify, Checkr.
Rippling pricing starts at $8 per user per month. Rippling uses a per-employee-per-month pricing subscription model and has monthly base fees for some of its products.
Best For
Rippling works best for small and mid-sized businesses looking to manage HR, IT, and payroll in one place. The HRIS’s average customer size is between 25-150 employees.
As the Head of People Operations, my daily workflows rely on Rippling. Overseeing the employee lifecycle requires me to use a combination of onboarding/offboarding, reporting, benefits administration, performance management, and general employee data management on a weekly basis. From an onboarding/offboarding perspective, Rippling not only serves as the home base for information but also communicates timely and effective tasks to the necessary parties, ensuring a clear and compliance-first process. With Rippling’s ability to relay information to integrated accounts like Guideline and Carta, my role leans more into oversight, allowing me to focus strategically elsewhere.
Rippling centralizes the majority of the HR processes (+ Finance and IT, if you chose) that would otherwise be spread across multiple systems. For example, our company’s flex benefits, COBRA, and ACA were either managed with a carrier outside of our broker or manually by us and now Rippling handles the administration of all these areas in consolidation with our other health insurance benefits.
The strength of Rippling’s integration library allows for consistent and regular communication to and from Rippling for processes that are not directly managed within the system. For example, prior to Rippling, we manually onboarded and offboarded employees to/from Guideline. With Rippling, the systems speak to each other and manage the employee’s lifecycle with our company-sponsored 401k.
A highly beneficial aspect of Rippling is the workflow feature. Workflows have allowed us to set up Rippling in a way that allows it to speak within the system, initiate processes, and communicate to people/external systems. Rippling is a high-tech HRIS and a constantly progressing platform that meets the needs of today’s operations teams (HR, IT, Finance included).
We selected Rippling to implement a strong HRIS while centralizing other HR operations. By implementing Rippling, we were able to solve and improve several areas. First, we consolidated historical employee data from three to four different platforms into one, allowing us to use Rippling reporting to provide company trends. Second, we simplified benefits administration by transferring health insurance, Flex Benefits, COBRA, and ACA management to the Rippling platform. Third, Rippling offers a cleaner, more centralized, and highly integrated solution for our HRIS needs. I have been actively using Rippling for six months.
Rippling is a complex system. For it to be fully functional to the best of its ability it needs to be given the time to implement and set up in great detail. Knowing this, the implementation should have been much more hands-on. I’d recommend that whoever is leading the implementation internally has experience with other systems, so they know what to look for.
Rippling does not have an employee “notes” section. As the place I rely on for the most up-to-date employee job and personal information, it is missing the ability to keep it up to date with employee relations information directly in their profile. This is a feature I have experience with in other HRIS’s and is a missed opportunity in the Rippling platform.
Unlike BambooHR, a competitor, Rippling does not offer a “missing data” report. To find out who within the company is missing information, we will have to discover it when it is flagged during another unrelated process. I think this puts us at risk if we are unknowingly missing key information or signatures from any employee.
Rippling is a fully functional operations system with a large integration library. It provides HR with the necessary tools and offers Finance and IT tools. Incorporating various clouds and add-ons allows Rippling to carry an administrative weight heavier than its competitors.
Rippling is a complex system, so you should be prepared to invest time and attention to building a strong foundation during the implementation process. It can do a lot, but it needs to be built on the backend for the front end to function at its best. Since many tools within Rippling rely on one another, approach it with a big-picture philosophy for your organization’s intentions. Be clear about what you need during the discovery process, as Rippling has many features, but not all may be necessary for your company.
Rippling continues to introduce small improvements to existing features and entire tools, like performance reviews, and exclusive highly functional built-in integrations, like Carta. These developments are likely to continue as Rippling gains popularity in HR and Finance.
Rippling is highly flexible and can be strong for a wide range of companies. It can suit new startup companies (less than 50 employees) but may be best for 70+ and growing SMBs.
Businesses with more than 500 employees may outgrow the system.
![Lanteria](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/66418debfbcc0a76eed1c211_Lanteria_Logo.png)
Lanteria
![Lanteria](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/66418debfbcc0a76eed1c211_Lanteria_Logo.png)
Lanteria covers multiple areas of HR: Central repository for employee data, recruiting, performance, compensation, time and absence management, and learning. The system is highly bespoke and is built on Microsoft SharePoint, making it a favorite for 100+ employee organizations.
PROS
- Good customization capabilities with advanced configuration.
- Knowledgeable and responsive customer support.
- Seamless integration with Microsoft suite.
- Mobile-friendly self-service portal.
- Advanced reporting and analytics.
- Good customization capabilities with advanced configuration.
- Knowledgeable and responsive customer support.
- Seamless integration with Microsoft suite.
- Mobile-friendly self-service portal.
- Advanced reporting and analytics.
CONS
- No in-app communication feature yet.
- There’s a learning curve with initial setup and configuration.
- Payment on an annual basis.
- No in-app communication feature yet.
- There’s a learning curve with initial setup and configuration.
- Payment on an annual basis.
![Lanteria-HRIS-software-screenshot](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/66418deefbcc0a76eed1c6ee_Lanteria%20Dashboard%20-%20HR%20Admin%20View.png)
Lanteria is not the only vendor that offers a full HR suite, but it’s by far the one and only that is based on Microsoft SharePoint. This enables the HRIS to not only have a deep integration with the Microsoft ecosystem but also inherit the security level and the familiar UI of SharePoint—a huge plus for long-term users of Microsoft products.
The ability to FULLY customize HR process flow, be it onboarding, offboarding, employee suspension, and anything in between, has long been known as Lanteria’s signature. Additionally, you can modify the user interface with your logo and brand, add custom fields to match your employee data sets, and create automation workflows to match your internal HR processes.
We also like the varying user permission levels Lanteria offers. By default, you get HR, local HR, manager, and employee, which are sufficient for many already. If you need further customized roles like payroll or training, you can do so right within your admin account.
Manager self-service is another cool touch of the HR software. This allows managers to have quick access to their direct and employee data, absence requests, performance review feedback, and development plans.
Lanteria’s employee self-service portal is pretty solid, too. Both the web version and mobile apps are user-friendly. Plus, employees can access and update their data, request time off, check approval, and do feedback within a few fill-ins and clicks.
However, as a trade-off of its rich feature set and customization, implementing Lanteria can take some time, typically two to three months, for a standard set-up. Like most mid-market HR software, Lanteria’s pricing is on an annual basis and only available post-demo (but the vendor is willing to provide alternative payment schedules upon request and/or discussion).
Lacking in-app communication is another drawback of this HR solution, though a version with enhanced Microsoft Teams integration is coming by the end of 2024, and unfortunately, support in Spanish is also not available yet.
Lanteria HR has been used by over 300 companies in over 40 countries.
Lanteria’s pricing and access to a free trial are available for demo takers upon request.
Best For
Lanteria is great for companies with at least 100 employees (being Microsoft users is a plus) to manage all their HR tasks on one platform.
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
OnPay
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
OnPay has transparent pricing and is quite affordable for a solution that combines payroll, HR, and benefits. You get the setup and employee data migration for free. The platform won’t ever charge additional fees except when you add more employees.
PROS
- The employee self-service portal allows employees to view and manage basic payroll preferences, review HR documents, and request time off.
- Six permission levels allow you to grant specific users certain access to the software’s data.
- Automated onboarding within the employee self-service portal.
- Built-in essential HR tools include e-signing, customizable offer letters, I-9 and W-4 forms, HR guides, and legal templates.
- Auto centralizes employee database and company documents.
- Benefits include health and dental benefits in 50 states, in-house licensed brokers to handle life, vision, and disability insurance, and integrated 401(k) plans.
- Compensation management features unlimited monthly pay runs, multiple pay rates and schedules, and various options to pay employees with no extra fee.
CONS
- Accounting and time tracking are available when using third-party integrations.
- The mobile app version for employees is poorly rated for its incompetency.
- Limited integration options.
- No available features for learning management, recruiting functions, and training.
![Our reviewer took screenshot of OnPay's HRIS software during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/619de0a81269c078021998e3_HR%20Dashboard%20-%20UI%20Mockup.jpg)
OnPay is an excellent option for teams with up to 500 employees due to its wealth of features and simple, affordable pricing. With one monthly fee, you get HR management, benefits administration, and payroll services.
Our favorite feature of the software is its compensation and benefits management capabilities. You don't have to calculate state and federal taxes and withholdings, as the platform will do it for you in compliance with regulations automatically. We encountered no issues when testing the software's payroll features, but what impresses us even more is its tax accuracy guarantee. If an OnPay error occurs, the platform takes responsibility for all the work with the tax agency, penalties, and fees to resolve the issue. We also used OnPay for tax form filing and payments and found it to be highly reliable. As for benefits tools, the platform is an excellent licensed health insurance broker and can help you select the right plans in all 50 states. We also noticed some well-known names, such as Vestwell and Guideline, listed as OnPay's 401(k) providers if you need retirement benefits for your employees.
OnPay's HR features include e-signing, sending offer letters, customizable checklists, PTO management, and self-onboarding, covering most essential HR tools. However, it lacks a native time tracking system, so you'll need to integrate it with software such as Deputy or QuickBooks Time for that capability. Another limitation to note is its integration options. Apart from the two time tracking tools mentioned, the software only connects to a few others: Xero, When I Work, Mineral, PosterElite, and Magnify.
- OnPay pricing consists of a base fee of $40 and $6 per employee per month.
- Software setup and employee data migration are offered for free.
- There’s a price calculator on the website for you to get the estimated cost.
- OnPay also has a one-month free trial.
Best For
SMBs looking for a budget-friendly solution that handles essential HR functions, advanced payroll, and benefits — simply and well. Agriculture businesses, churches, clergy, and nonprofits will likely get the most out of the software’s special payroll services for businesses in such industries.
We use Onpay weekly for our payroll runs, and it's become an essential part of our routine. The key workflows we rely on include calculating and processing employee salaries, handling automated tax filings, and managing direct deposits. This is challenging for us because we have employees on several different types of contracts. Onpay’s benefits administration feature simplifies enrollment and tracking for our team. It also keeps all our employee records up-to-date and compliant, ensuring everyone gets paid accurately and on time. We've also minimized payroll complaints from staff, which is a significant improvement.
- Super Simple: Onpay is easy to use, even for someone who’s not a payroll expert.
- Tax Magic: It takes care of all our tax filings automatically, saving us a lot of time.
- Great Value: For what it offers, the price is excellent, especially for a smaller team like ours.
We bought Onpay because our previous payroll system was outdated, causing delays and errors that made payroll days difficult. We needed something reliable and easy to use, especially for our small team. Onpay met all our requirements with its straightforward interface, automated tax filings, and affordable pricing. It also integrates well with benefits and handles employee onboarding efficiently. I've been using Onpay for about a year now, and it has significantly reduced our administrative workload.
- Limited Customization: I wish there were more options to customize reports and dashboards.
- Customer Support: The support can be slow at times, which is frustrating when you need quick assistance.
- Advanced Features: It lacks some advanced features that larger businesses might need, making it feel a bit basic for more complex needs.
Onpay stands out with its straightforward, user-friendly interface and great value for money. Unlike some other tools I've tried, it's incredibly easy to navigate and doesn’t overwhelm with unnecessary features. I appreciate that it automates tax filings, which many other tools don't do as effectively. While it might lack some advanced options that larger businesses may need, for a small team, it offers the right balance of functionality and simplicity at a great price.
- Ease of Use: Choose a tool that is easy to navigate, so you’re not stuck figuring out complex menus.
- Automation: Ensure it handles tax tasks and direct deposits automatically to make payroll days stress-free.
- Support: Verify that the support team is helpful and quick to respond when needed.
- Cost: Make sure it fits your budget without sacrificing essential features.
Onpay has improved over time by keeping things simple and adding useful features. They have perfected automating tax filings and direct deposits, making payroll days easier. The interface has become increasingly user-friendly, which is a big plus.
It is ideal for small to mid-sized businesses that need a payroll system without extra complexity. It’s perfect for those who want an easy-to-use platform that handles all the payroll essentials, such as automated tax filings and direct deposits. If you’re running a business and want something straightforward and affordable without all the complicated features, Onpay is an excellent choice.
Onpay wouldn’t be a great fit for large organizations with complex payroll and HR needs. If you require advanced features, extensive customization, or robust integration with other sophisticated systems, Onpay might feel too basic.
![Sage People](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e7206a63a382d4f7dd0b8b_Sage-Logo.jpg)
Sage People
![Sage People](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e7206a63a382d4f7dd0b8b_Sage-Logo.jpg)
Sage People is a scalable and highly configurable cloud HR solution that helps manage People processes for global workforces. The tool features a recruitment module as well automation for essential HR workflows.
PROS
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
CONS
- Not many integrations
- Some users have found the mobile app to lack core functionalities
- Not many integrations
- Some users have found the mobile app to lack core functionalities
![Our reviewer took screenshot of Sage People HRIS software during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6348478586d9e3bb66658bad_Sage%20People%20Screenshot%20SSR%20Review.png)
Sage's HRIS is a customizable core HR suite built on top of Salesforce. Their product covers applicants through alumni and is a great option for companies in the small to medium enterprise range (150 - 5k employees) that have a global presence. They boast a 95% retention rate across their 500 customers, the result of a broad product that also integrates with the rest of Sage's ERP suite.
CRU, Lovehoney, Showbrook Bank, Enigma Industrial Services
While the pricing for Sage People isn't disclosed, you can take an interactive tour and see the tool for yourself. Afterwards, you can get in touch with their team to get a customized quote.
Best For
SMBs with a distributed team, especially those that use Salesforce. Also medium enterprises with a global workforce.
We used Sage People primarily as a basic HRIS to keep track of all employee information. Secondary to that was the payroll function and time management. Managing time cards was most important for us, including tracking employee PTO balances and absences. Having Sage People seamlessly integrate into our finance system was a huge benefit for bookkeeping and payroll expenses. Although not often, we sometimes made use of HR analytics.
I liked Sage People because of the simplicity of managing time card data. It is a very user-friendly system for beginners to learn and navigate. The seamless connectivity with our accounting software was also a major plus.
We acquired Sage People long before I was employed, so I can’t speak to the specific issues that needed to be solved before deciding to use it. We were previously happy with Sage 100 as our primary finance management service, which is how we came to learn about Sage People. I believe a primary reason for adopting it was to reduce paper consumption. We had previously tracked everything in employee folders, which grew beyond our storage capacity. I'm also sure it was intended to make it easier to manage a growing business with a rapidly increasing employee population.
Sage People felt a little dated for our growing business, not allowing for much customization in reporting. There was no employee self-service function, which required our HR department to handle all issues related to timekeeping, PTO, and many other things. We felt like we were outgrowing Sage People and ultimately looked for something that allowed us to manage talent digitally, including training, performance discussions, and employee reviews.
Sage People was a basic and cost-friendly alternative to many other HRIS systems on the market. For those that don’t need many plug-ins, it is a wonderful tool.
When looking to buy Sage People, the primary considerations should be how many functions you are looking for in an HRIS system. For companies that primarily need help with recruiting and talent acquisition, Sage People may not be ideal, as it has limited compatibility with other programs we use often for recruiting. Consider the size of your business as well—Sage People is well-suited for a mid-sized business with around 200-1,000 employees.
Sage People has definitely improved the user-friendliness of its interface and added some functionality that most HR departments look for in an HRIS.
I think Sage People is useful for small corporate offices or organizations managing a small workforce of labor-intensive personnel.
I think Sage People would not be a good fit for organizations that utilize entirely online employee information systems, such as large tech companies.
![UKG](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6fa5b18e92b439535fe67_UKG-Logo.jpg)
UKG
![UKG](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6fa5b18e92b439535fe67_UKG-Logo.jpg)
We picked Ultimate Kronos Group (UKG) because their platform represents decades of collective experience in HR ops and tech. UKG was the company formed from the merger of two well-established HR titans: Ultimate Software and Kronos Incorporated.
PROS
- Highly reliable, robust, well-thought-out suite of HR tools and 70 years cumulative experience in people tech
- Deep knowledge and context related to HCM and workforce management technology.
- 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
- Lacks a unique selling point or specific focus compared to newer tools, making it less suitable for highly specialized or niche businesses.
- Relatively pricey, particularly for businesses with limited budgets.
- Most features are built for standard business operations, so niche industries or one-off needs cannot be accommodated.
- The platform may be overwhelming for those seeking a limited set of specific use cases
- 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.
![Our reviewer took screenshot of UKG's HRIS software during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/61c29403fdac861928219aa5_UKG%20Pro%20screenshot.jpg)
Specializing in core HR management functions, UKG is a highly renowned and widely adopted HCM suite. Over the years, it has undergone extensive testing and continuous development, resulting in an impressive array of modules that fully cover the standard set of HR tech necessities, such as payroll, benefits management, onboarding, and time-tracking.
This tool is highly configurable, allowing users to customize the platform to their specific administrative needs. This adaptability, coupled with the reliable support from the Ultimate Community, are the characteristics that impressed us most.
Admin users will appreciate the fine-grained control over user access, which enables robust data security by enabling tailored access permissions for different individuals and user groups.
Overall, the UI is visually appealing, but new users may be overwhelmed by option-saturated screens. To their credit, this overabundance of the interface signals a wealth of features and options.
The Ultimate Community feature offers a massive repository of information and insights drawn from the questions and answers of other users. Beyond being a simple record, it also allows users to seek assistance and interact with other current platform users, fostering a sense of collaboration.
This platform is great for most businesses with typical HR ops needs, but it is unable to address the needs of highly specialized teams. This shortcoming applies to edge cases, but lacking this adaptability means they cannot compete with some of the newer, more agile tools in this space.
It follows that the cost of the platform is aligned with their typical customer: the standardized organization operating in a well-known field. Some reports indicate that the starting price for every 5 users is approximately $600 annually, but with no pricing info available online we were unable to confirm.
Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.
- Pricing for UKG is not available on their website. However, it is usually per-employee-per-month, either billed annually or monthly.
- Based on our research, UKG Pro licenses start around $600.00 per year for every 5 users.
- For detailed pricing information and a personalized quote, it is recommended to reach out to a sales representative at UKG Pro.
Best For
UKG is an excellent HR solution specifically designed for companies with a minimum of 51 employees in the Americas, EMEA, and Asia/Pacific regions.
I use UKG daily. It serves as our ATS, onboarding, full HRIS, and payroll system. Our applicants apply on our career page, and we can process the applications, complete the offer letters, and conduct initial onboarding all within UKG. The system also functions as our timekeeping and payroll system, allowing our staff to use the mobile app to clock in and out. Their timesheets are approved in UKG and submitted to payroll for processing.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/669a087f7506d1fa098dde13_UKG_Manager-Board.jpg)
Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.
We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.
Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.
Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.
The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.
UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.
UKG is best for an organization that needs a basic HRIS system.
UKG would not be suitable for an organization that needs to do extensive HR reporting or extensive compliance procedures.
![Kallidus](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2cb80510c224167e14b8f_Sapling-%20Logo.jpeg)
Kallidus
![Kallidus](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2cb80510c224167e14b8f_Sapling-%20Logo.jpeg)
Modern and user-friendly, the Sapling platform stands out as one of the few HRISs tailored to meet the needs of remote workplaces. Two standout elements are its exceptional onboarding capabilities and efficient workflow automation.
PROS
- The platform maintains a comprehensive record of all HR process changes, making it invaluable for audits and data compliance needs.
- It enables talent development through e-learning modules and gamified courses.
- The platform offers remarkable flexibility which makes it a great fit for small and scaling 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
- Some reports suggest the support team is slow to respond
- Users occasionally encountered troubles with integrations
- Integrations are somewhat limited and must be handled by staff that is comfortable working with the API or webhooks
- 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.
![Our reviewer took screenshot of Sapling's HRIS system during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/60a34af7fac6541708f352b8_Sapling%20Homepage%20%26%20Hero%20Screenshot_Onboarding%20Software_SSR.png)
Although they started as an HR onboarding platform, Sapling has quickly grown into a remote-first HRIS with an impressive client list. Their full product keeps garnering zealous users and adding up features, currently offering tools like people admin, an intranet, a survey and feedback module, profile templates, and all sorts of integrations.
One of Sapling’s main strengths is their workflow automation. Their goal is to help People teams improve the employee experience while saving man hours and bringing remote teams together.
Coupa, Warby Parker, Webflow, Digital Ocean, PagerDuty
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.
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
Namely
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
Namely’s comprehensive HR software packs features for onboarding, talent management, time-off tracking, and performance management. On top of that, companies can opt for their managed services for payroll and benefits administration.
PROS
- The majority of users can navigate Namely without any issues. They find the UI to be intuitive and clean, even though the platform has lots of features.
- Namely’s employee onboarding module gets a lot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
CONS
- Namely primarily operates in the U.S., so if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, implementing it takes a long time. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning, etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
![Our reviewer took screenshot of Namely's HRIS system during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5f923eab43b087236d045385_Namely_Best%20HR%20Software_screenshot_hero_hop-updated.png)
Namely has quickly become a top HR software for the mid-market. With built-in modules, Namely facilitates several HR processes, including employee data management, payroll processing, benefits administration, time and attendance tracking, and performance management. This integrated approach increases efficiency and reduces the need for multiple systems.
Besides what’s visible from the employer or admin side, Namely empowers employees to access and update their information, request time off, and view pay stubs through a dedicated employee self-service portal. Another near thing about Namely is its robust reporting and analytics module, giving you the reports you need and insights on the latest market trends.
Greenhouse, MacStadium, and OneLogin are among Namely’s 1000+ customers.
Namely’s pricing varies according to the modules you want to use. Their Sales team can give you a breakdown of how much it’ll cost you if you book a demo.
Best For
Mid-sized companies in any industry, but mostly in the United States.
I used Namely daily. We utilized the HR module for onboarding and offboarding employees, and the e-signature functionality to speed up the onboarding process. The payroll and time modules were heavily used to manage staff hours and pay. We also relied on the performance management module to handle the probationary period and conduct performance reviews.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/66bad9dafb1e43426f2728af_Namely_Onboarding-For.png)
The HR system was easy to use and set up, making the transition from our previous, more disorganized HR processes smooth. The employee self-service feature was excellent, reducing the amount of data entry and admin work for our HR team. The continuous feedback appraisal system allowed us to appraise staff more regularly with minimal increases in administrative tasks.
There wasn’t a significant problem driving the decision. The organization had been managing HR through payroll software, Excel files, and Word documents. As the company grew, it wanted to consolidate and centralize HR into a single system that could be accessed online. Namely provided an all-in-one HR solution that handled payroll, HR records, and talent management. We used Namely for about a year or two.
Customer support wasn’t as responsive as it could have been. The reporting features are somewhat limited and don’t fully meet our needs, requiring us to do a fair amount of manual reporting. The portal is not as intuitive as other HR tools I’ve used.
The user interface and workflow are not as intuitive as some competitors. However, I appreciate the integration with payroll and timesheets, which not many systems do well. I also like that it offers managed services add-ons, such as payroll and benefits, which become more relevant as the business grows and becomes more complex.
Ensure the tool has a comprehensive records system and both employee and manager self-service features. Efficient onboarding and offboarding functionality are essential, as these processes can be time-consuming. A continuous appraisal feedback system is also important, as this approach to performance management is becoming the norm.
There has been better integration between its modules.
Namely is suitable for all kinds of organizations but particularly good for smaller organizations due to its affordable entry-level pricing.
Namely may not be the best fit for massive corporations.
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Zenefits
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Zenefits is oriented to businesses in the US market. The platform carries almost anything a startup or small team can ask for in an HRIS with an intuitive design and a very reasonable cost.
PROS
- Provides full-service management of employee records, automated payroll, and benefits.
- Eye-pleasing UI that is also highly rated for its ease of use.
- The pricing plans allow you to pay and add certain modules when you need them or eliminate them if you don’t.
- Relatively cheap compared to similar products.
- Payroll works for full-time employees, part-time employees, and 1099s.
- Offers a free trial and no setup fee.
- Has a mobile app.
- It’s one of the top names in HR tech and payroll software for American small businesses.
- Their platform is one of the best-looking and easiest to figure out among the sector.
- Zenefits can grow with you. Its pricing plans allow you to pay and tweak as you go, add certain modules when you need them, or get rid of them if you don’t.
CONS
- Oriented to small businesses in the US.
- Payroll with unlimited pay runs is offered as an add-on.
- Basic customization and integration options.
- Tax filings, at times, don’t work well for multi-state teams.
- Doesn’t provide phone support or dedicated account managers. Response time on customer service can be too lengthy.
- As oriented to small businesses as the tool is, it doesn’t give you the chance to create a custom bundle of the services and/or modules you’d like to have. For instance, Zenefits does not offer a standalone ACA module. Therefore, you will need to purchase an entire HRIS plan if you want to access that offering.
- In addition, Zenefits focuses on small to mid sized companies. If you're an enterprise organization, you may want to consider another option.
- Zenefits is also rather focused on the US market at this point. So, if your team is mostly in another country and you need more of a local know-how, it might not be the best bet for certain modules like payroll and benefits.
![Our reviewer took screenshot of Zenefits' HRIS platform during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62aa62eee94906b0b16a0753_Zenefits_Best_HR_Software_Screenshot.jpg)
Zenefits can take care of HR processes like onboarding, offboarding, benefits, payroll, and performance reviews.
The HR software’s average customer size is under 50 employees, which means that the user experience is thought out not only for human resources staff but is easy and quick enough for managers or executives who need to take care of some HR tasks.
One of our favorite parts about demoing Zenefits was noticing the simplicity of the HRIS and its helpful employee directory. Zenefits is also known among small teams for its affordable price. While the software doesn’t offer a custom plan, it provides users with multiple add-on services, from Recruiting to Payroll, at a transparent price to enhance the platform’s base plan.
Quora, Universal Group, Reddit, Asana.
Zenefits has three base plans. When billed annually:
- Essentials plan costs $8 per month per employee.
- Growth plan costs $16 per month per employee.
- Zen plan costs $21 per month per employee.
- Add-ons are available at $5 per month per employee.
Best For
Zenefits is made for US-based startups and SMBs that are looking for a budget-friendly HRIS that can carry several HR services.
Zenefits was my daily system as the Head of HR and is where I perform most of my work throughout the day. Whether it was a quick reference for employee information or operating/managing within performance management or payroll, it was used to maintain all up-to-date and key employee information on a basic HR and payroll level. It was also our system to manage large HR projects throughout the year, such as new hire benefits enrollment, open enrollment, and bi-annual performance reviews. As my familiarity with Zenefits and time with the organization increased, so did Zenefits’ ability to be the trusted source of truth regarding employee information. With integrations to Guideline and QuickBooks, we were confident our data was communicating where it needed to.
Benefits administration is the main strength of Zenefits. It provides a smooth and streamlined administrative experience that requires very little workload from the organization. It then provides a user-friendly and clean experience for employees to easily move through their benefits enrollment.
Documentation is another area I appreciated with Zenefits. To maintain employee communication and documentation of said communication, Zenefits immediately offered the ability to communicate with affected employees (which would then be documented within the system) when a change is made.
Reporting is also done well. While I have experienced HRISs that I favor over Zenefits' reporting tool, I have no complaints when it comes to the ability to pull the necessary data to perform my job.
My organization signed on with Zenefits before I started working here. The key need was to have an HRIS platform that can handle benefits administration and payroll. The organization used Zenefits for four years, and I personally used it for three to four years. Once I became the main user, the benefits exceeded just benefits administration and payroll; it became my main resource for reporting data, home to bi-annual performance reviews, and goal tracking for individuals, teams, and company goals. While there wasn’t necessarily a problem to solve because this was the company’s first HR/payroll system, it did exactly what it was needed to do.
Zenefits is not a culture-friendly HRIS. It does what you need it to do in terms of data management and reporting, but if you’re looking for something that employees feel comfortable going to for information and a platform to use for culture pieces like announcements and fun communication, there are better options.
The performance management tool did not provide enough customizable features to tailor to the needs of the company, nor did it provide settings that offered ease of use for the administrators.
Integration strength is low. While there is the ability to connect systems, they still link out to the connected system versus staying within Zenefits for a more user-friendly employee experience.
Zenefits is not an overall tool I would prefer over others I have experience with, with one exception. I would rank Zenefits higher than UKG. Zenefits has a more basic and cleaner interface than the much more clunky and outdated UKG.
If the company is just getting started and needs a clean and easy-to-use tool for employee data management that will do the heavy lifting for benefits administration and employee onboarding, Zenefits is a great option. However, if the company is looking to build out a fun employee culture that is built around performance management and goal setting, training, etc., and wants to use their HRIS as the platform for that, I do not recommend Zenefits. But if the company is okay with having a variety of platforms for their employees to focus on different areas of the HR facets, Zenefits will cover employee data management and benefits administration well.
This was one of my main complaints toward the end of my time with Zenefits. They were bought out by Trinet, and it felt that upgrades and new feature implementation became stagnant and halted growth. Zenefits was no longer growing with my organization; the little things we were able to manage manually and the system itself were no longer able to cover our needs.
Zenefits is great for a young company without a dedicated HR person.
Zenefits may not be great for an organization that has a dedicated HR or People Operations person/team. They will likely be aimed at building and maintaining a strong staff of satisfied employees through employee recognition, strong community culture, and company tailored performance management.
![Factorial HR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/633a1fcd1360a33e84799fcc_factorial-icon.png)
Factorial HR
![Factorial HR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/633a1fcd1360a33e84799fcc_factorial-icon.png)
Factorial is a solid SaaS all-in-one HR platform that’s devoted to solving the daily challenges of HR teams while placing a strong emphasis on data security. Notable for a comprehensive HRIS, they are used by office and deskless workers alike.
PROS
- Flexible pricing scheme
- Complete HR Suite + ATS
- Strong SMB focus
- Good UX/UI and frequently updated design
- Flexible pricing scheme
- Complete HR Suite + ATS
- Strong SMB focus
- Good UX/UI and frequently updated design
CONS
- Some users have pointed out that the tools are not very customizable.
- Because it covers such a wide range of functions, we’ve found that modules like payroll and reporting could be further developed.
- Some users have pointed out that the tools are not very customizable.
- Because it covers such a wide range of functions, we’ve found that modules like payroll and reporting could be further developed.
![Our reviewer took screenshot of FactorialHR's HRIS platform during the review](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/633a236fabe8ddfe487fd1fe_factorial-hr-screenshot.jpg)
Factorial is a great HR software solution for small and medium-sized businesses. Their offering gives human resources teams their time back through managing employee onboarding, time tracking, PTO, org charts, payroll, talent acquisition, and much more.
We also like that they place a good deal of importance on data security. With Factorial, all database information is encrypted and GDPR-compliant. They also use a Single Sign-On system and regularly perform vulnerability diagnostics.
The Power MBA, The Hotels Network, Nextail, Ulabox, Vicio
The Factorial Core HR platform starts at $60 per year, then it's $4 per additional user. There is a 14-day free trial and custom enterprise pricing is available for bigger teams. Their ATS is available as an add-on, starting at $39 per month for 10 job offers. Then you can upgrade to Pro, with unlimited job offers, for $119 per month (all if billed yearly).
Best For
Small and medium-sized businesses with many HR processes to streamline. It's specially suitable for organizations with a remote workforce and operations in Europe, the US, or Latin America.
What are the benefits of having a top HRIS system?
We like to start with the “why?” behind any piece of software. With the HRIS, many assume that the answer is simple: it’s a must-have because a database that tracks your employee information is necessary. In fact, buying and using an HRIS is not the no-brainer choice it’s made out to be. It is a major strategic decision that requires a lot of time, thought, and buy-in, and in some cases, it’s just not the right tool for the job. That said, we’ve seen HRIS systems offer tremendous benefits when they are adopted at the right place and time.
Here are the key benefits of using a top-notch HRIS, whether you're a small business or Fortune 500.
Save Time with Automation: By automating recurring tasks like benefits, payroll administration, employee onboarding, time tracking, and attendance management, your HRIS helps make tedious HR processes quick, simple, and less prone to error. According to Nucleus research, companies that do use HR automation reported 67% faster new hire onboarding and 90% time savings on admin work.
According to Jones, if an organization has at least one employee whose full-time job it is to manage people systems and benefits administration, then it is time to start using an HRIS.
Improve the Employee Experience: An HRIS doesn’t just benefit your business and bottom line. It’s also a direct asset for your employees. With a user-friendly employee portal, your employees can navigate benefits options easily, review and update personal information, manage requests for time off, and much more. Employees who feel their employers’ onboarding software is effective are five times more likely to report high levels of engagement
Employee Performance: Beyond simply reviewing conduct and achievements, your HR system can actually drive employee performance. Performance reviews, engagement surveys, performance management capabilities, and customizable integrations with other tools can all be used to build culture and turn company values from ideas to action. Statistically, 72% of HR generalists engaging in self-service HRIS reported a lighter workload.
Increase Compliance: If you are careful with the setup and initial data entry, an HRIS can significantly improve your data accuracy and accessibility. In addition to helping out in a pinch, data accuracy, and task automation support compliance year-round. Automation results in fewer human errors. Many vendors do a great job of staying on top of changes in laws and regulations, keeping you in the loop, and updating their products accordingly.
Better Organization: If a team’s starting point is pencil and paper, using an HRIS will alleviate some data security risks and the hassle of sifting through physical files. For teams who have moved beyond the paper files to a patchwork of spreadsheets and other tools, buying a complete HR suite will help keep everything in the same place.
Richey shared her personal experience with this problem, and how an HRIS solved it.
Early on, her company used multiple tools for people processes: one tool for payroll, one for benefits, one for LMS, one for performance management, etc. Does this sound familiar? She knew it was time for an HRIS.
First, she identified the needed features and set her team off with a headstart and a list of non-negotiables. The result: they identified the right tool for the right price, and today, they save hours each month by not having to switch from one app to another, build integrations, or transfer info.
Streamline the Hiring Process: Some HRIS tools can also act as lightweight ATS, and some have a full-fledged ATS built-in. These features allow you to easily collect resumes, review candidate info, and speed up employee onboarding and training, providing new hires with a seamless transition into your company. Custom workflows also help ensure that the onboarding process does not overlook key steps or necessary documents.
Business Intelligence: Analyzing data metrics becomes increasingly important as your business grows. By creating custom reports, your HRIS makes it easy for your HR team to analyze hiring costs, calculate turnover, employee engagement, and ultimately use data to help inform business decisions.
Workforce Management: The top tools come from best-in-class HR technology companies. Progressive, forward-thinking HR departments can count on an HRIS platform for human capital management.
For example, employee engagement is sometimes built right into an HRIS or HRMS (human resource management software), along with intuitive employee onboarding, easy-to-access payroll and benefits, mobile first-time and attendance, and payroll management. This is done through a cloud-based service that automatically updates as new modules roll out.
Common Pitfalls for HRIS Software
Making mistakes is a great way to learn, but with this complex and expensive software, sometimes it’s best to learn from the missteps of others.
The best way to avoid buying the wrong software is to ask the right questions. Keep this in mind as you start working with vendors – check out our suggested questions below, and take note of these shortcomings that are typical traits of bad HRIS software.
Lack of employee self-service: If your HRIS doesn’t allow employees to update their own personal information or choose their own benefits plans, then it’s not really saving your human resources team time. The tools that offer the greatest returns always include employee self-service capabilities.
Inability to integrate with other systems: If you really want to save time with an HRIS, make sure it integrates with your current tech stack. Manually transferring data from one system to another is the exact opposite of saving time.
Take, for example, the integration of a standalone ATS. Though there are some exceptions, most HRIS platforms don’t include an ATS that is sophisticated for high-volume hiring. Remember this as you shop: chances are good that your ATS and HIRS will be neighbors but not roommates. You can ensure they get along if you think ahead about integrations.
Lack of data accuracy: Your HRIS is only as good as the data it stores. A system full of inaccurate data is useless and potentially hazardous, so make sure your HRIS takes measures to ensure accuracy. This applies to data entered manually or via API from another HR or recruiting solution – be sure that your HRIS takes this step seriously.
Lack of consideration of application’s limits: The HRIS that is right for a business with 5,000 employees is not the right HRIS for a company with 100. Your company’s current size must be a major factor in your decision, and if your business is growing fast, you’ll want an HRIS that can grow with it.
For very large teams, the options are relatively limited compared to what is available for small groups. This owes to the fact that the latest and greatest tech often comes from small, boundary-breaking startups that are too curious (and sometimes distractible) to focus on making incremental improvements to the feature set needed by enterprise-size orgs.
Incorrect or rushed implementation: Take. Your. Time. There are few things worse than technical debt, one of which is technical debt that results from preventable (a.k.a “stupid”) mistakes. Do not rush the data transfer process when setting up a new HRIS. If you cut corners, data will likely be entered or transferred incorrectly. Without a doubt, you will meet that data again during a frustrating and preventable (a.k.a “stupid”) moment when you discover you’ve entered the wrong pay rate or manager permissions.
It’s advisable to get a consultant if you can afford it. Someone who “has been there, done that” when transitioning data from one system to another can be advantageous. And, of course, if your new HRIS comes with a ton of vendor support, use it all! Many companies offer tremendous support to their new clients to ensure a smooth implementation of their platform.
Non-user-friendly platform: An HRIS is only effective if employees actually use it. A poorly designed platform may generate net-negative productivity and net-positive frustration. Make sure your new system is designed for the humans who will use it: it must be easy on the eyes with good UX in all environments in which it will be used, whether an app, browser, or mobile web.
Insufficient data security: It will surprise nobody to read that a data breach on an HRIS is very, very bad. They store scads of sensitive, personal employee information, so even a minor instance of compromised security could cause irreparable damage to your business. Be cautious and methodical when setting up your system’s security measures – and remember the sometimes blurry difference between your HR pros and your IT pros. And one rule of thumb: be weary of vendors with fewer than 20 employees listed on LinkedIn.
Insufficient planning: HR teams who have not sufficiently mapped out the process of installing and introducing their HRIS will face tremendous struggles getting their solution off the ground. To prevent this, your team should create a concrete timeline that outlines each implementation phase in great detail. Communicate with the relevant set of employees/managers at each implementation stage. Ask and expect a lot of questions, and remember: no rushing! And remember to save some resources for your future.
Having led many HIRS implementations, Richey has “been there, done that''. In her experience, she found that one of the biggest mistakes companies make is purchasing a product that works only for where they are today, with little thought of where they may be in the near or distant future. She added, "Think of all the possible changes your company might experience in the next five years and plan for that. You want a system that scales with the company to ensure you won't switch HRIS for a long time."
New HRIS Internal Stakeholder Management
Any time you manage a significant purchase for your business, internal stakeholders will be watching. In fact, part of the process of buying a new HRIS is stakeholder management. You must justify your choices from start to finish, from vendor selection to buy-in to implementation.
Generating wholehearted stakeholder buy-in is particularly important because it is crucial to maximizing the solution's value.
Identify these key stakeholders early and understand how to maintain their support.
Below is a brief overview of the various important stakeholders and advice for managing each.
Company leadership (CEO and rest of C-Suite): If you want your HRIS to have the best chance for success, you’ll need to get buy-in and continuous support from the top leaders at your company. To accomplish this, present the business case to them and carefully lay out the ROI your new HRIS will drive. Present your plan for implementation and provide them with a detailed timeline. Throughout the life of the HRIS, provide leaders with updates about how the system is meeting the goals laid out for it, and how you plan to stay on track to achieve future goals.
Human Resources: The rest of your HR team is one of the biggest stakeholders involved in the implementation and must not be overlooked! A successful solution will make HR functions much easier, and a failed solution will make them much, much more difficult. It is important to use their help to get this right.
Because they will lead in handling employee questions, issues, and possibly grievances with the system, make sure your People team feels good about the selection and is properly trained to use it. Communicate to all human resources team members how a new HRIS will change some employees’ duties, especially with the automation of tasks that we previously performed manually.
Benefits Brokers: Some of the HR professionals we talked to consider it essential to involve benefits brokers in the process. First, ensuring that the HRIS vendors you're considering work with the benefits carriers you currently use is vital. If they do not, part of your implementation process will include justifying to your employees why they are being forced to make a difficult change. In some (but not all) cases, a benefits broker can help with this.
Although keeping current benefits unchained may narrow down and simplify your search from the start, brokers can be helpful to help navigate the notoriously tricky ins and outs of benefits and coverage. Finally, some benefit brokers have an internal HRIS team you can partner with during the RFP (request for proposal) process.
Operations team: Your operations team will be involved in the budgeting, reporting, and legal compliance of your HRIS. They may also communicate with benefits management providers and external partners affected by your new HRIS. Communicating with your operations team is crucial to their continued support of your HRIS solution.
IT teams: Your tech teams will play an important role in helping implement and update new software, so involve them in the decision-making process to ensure they are comfortable with the technology and any security implications. It may also be helpful to open a communication channel between the vendor’s tech people and your IT team, so if they do run into problems, you are already one step closer to a solution. If the system will require a lot of updates, especially if they are not the automatic, cloud-based type, make sure that your tech team is aware and prepared.
All employees: Every employee has a stake in the success or failure of your HRIS. A successful, easy-to-use HRIS is a massive benefit to workers. At the same time, the success of your HRIS is dependent on your employees using it correctly, so be sure to provide the necessary training and communicate about the solution clearly and early. You should listen to your employees' feedback at every step of the road and take their complaints and concerns seriously.
Be sure to carefully explain the positive ways an HRIS will impact their day-to-day work and focus specifically on how the system will benefit them now and in the future.
HRIS System Pricing
Pricing of HRIS software depends on the breadth of the feature set offered and the size of your organization. Typically, it is charged on a per-employee/per-month basis.
Price ranges vary a lot for different solutions. You can find an HRIS that will charge you $2/employee/month and solutions that run as high as $30/employee/month (plus additional fees for payroll and benefits, as well as extra modules for hiring and onboarding).
As with many things in life, you get what you pay for. If you just need to check the box, a cheaper solution makes sense. Suppose you want to use your HRIS to be a tool for increasing employee engagement, retaining employees, and generally driving business value through human capital management. In that case, you’ll have to pay up for one of the better solutions.
Some vendors will also charge ancillary fees in addition to the recurring SaaS cost. Be aware that these add-ons can add up, and realize that you can often negotiate these fees much more easily than the recurring per employee/per month cost of the cloud-based solution. Setup, consulting, support, and software fees are all fair game for negotiation.
A quick note: we are continually crowdsourcing data on HRIS pricing through a survey. We do this to increase transparency and help HR teams better understand their options. It's anonymous and takes only two minutes; anyone who helps the community by filling it out will get access to the entire data set.
What Are Some Key Features Of An HRIS?
When looking for an HRIS, it’s essential to think about your goals and codify them into an organizer spreadsheet to make notes throughout your vetting process. In addition to the demo questions below, it’s worth thinking through some of the key features of your new system. Here are a few you’ll want to consider as you start watching demos for potential vendors.
Employee Self-service portal: Keeping employee information current can be a lot of work for your HR department. The self-service function of many human resource management tools helps eliminate this challenge by empowering employees to view and edit their own information, including benefits selection, time off, and more. It’s worth taking the product for a spin with the employee user in mind to make sure the system is set up for their ease of use.
Time and Attendance Management: An HRIS simplifies tracking time off and planned and unplanned absences due to sickness, injury, maternity leave, or unauthorized leave.
Onboarding Capability: While onboarding typically involves a lot of paperwork, with an HRIS, employees can complete much of the onboarding process electronically, including open enrollment. Most HRIS platforms even have electronic signature functionality, allowing employees to sign scanned documents that can be stored in the system.
Custom Reporting: As HR increasingly relies on data and trends, it’s crucial to have a system that can create reports to help improve business decisions. A powerful analytics system takes the manual labor out of preparing reports and replaces it with empirical evaluation speed, accuracy, and objectivity.
Learning Management: Though a learning management system (LMS) may be baked into your HRIS software, it's much more likely that, like the ATS, you’ll use this tool as a standalone solution. Whether integrated or built-in, the LMS is critical for managing educational materials during employee onboarding and throughout the employee lifecycle.
Employee Database: The employee database of an HRIS allows you to store all employee records and information in a centralized location. The data is searchable, making finding details on employee salary and position, performance appraisal histories, disciplinary histories, and training records easier.
Recruiting functions: Many HR solutions allow you to post new roles on job boards, manage interviews, store resumes, and transfer information when a new candidate is hired. While not all HRIS platforms have their own recruiting and applicant tracking functions, they should at least be able to integrate with your current ATS so that you can transfer new-hire information to your system quickly and smoothly.
Training and Development Management: Tracking employee training is essential, particularly in an industry where employees require specific certifications or licensing. An HRMS lets you see what training employees need or want and helps you stay current on any required recertifications.
Central Storage for Company Documents: As a centralized location for any information your employees might need, your HRIS should be where employees can find employee handbooks, emergency evacuation procedures, safety guidelines, and more.
Benefits Administration: Your HRIS software should enable employees to enroll in health insurance, manage their 401(k), and track their benefits information. Many systems also have built-in payroll solutions, so when employees update their benefits information, that information is automatically updated in the payroll system and reflected in their compensation. Often, the payroll feature is an additional charge that your HR department needs to be aware of.
Compensation management: To reduce the risk of error when handling employee compensation, HRISs often offer payroll and compensation management functions. This allows you to handle many forms of compensation including salaries, paid time off, overtime pay, and bonus programs automatically.
What Should You Ask During A Demo?
The next step is working with vendors and doing demos. For this step, it’s essential to come prepared with questions that address the core needs of your organization from a functional standpoint, as well as the various items internal stakeholders are looking for (security, data migration, self-service portals, etc.).
Here are questions you should have in your back pocket to ensure your company's needs are met by the tool your vendor is selling.
- How will information be exchanged with carriers (for benefits)?
- How can we put important data into this system? (API, Excel spreadsheets, documents, other databases, and paper documents)
- Does it accommodate benefits carriers’ rules?
- Does it integrate with ATS/payroll system/any other systems you might have that impact workforce management?
- What built-in security measures does it contain?
- Does this solution have SSO (single sign-on) capabilities?
- Are there multiple authorization levels for different types of users?
- Is there a maximum number of employees it will support?
- What types of reporting capabilities does it have?
- Does it include features to help HR communicate with employees, like mass emails or sophisticated message filtering?
- How much technical training will be required?
- What kinds of technical support are provided?
- What recruiting capabilities are built in?
- Which HR processes will be automated?
Richey points out, "Demoing software can be painful, but it pays to go into the weeds for every single module." When approaching a demo, Stacey likes to get a feel for what every workflow will feel like for her employees. She believes they must be getting a tool that makes their lives easier, and often, this commitment requires a trial version to test out the software after the demo.
Does Your Company Actually Need An HRIS?
While tiny businesses may be able to handle all of their employee information in spreadsheets, an HRIS becomes increasingly essential as your business grows. If you’re still not sure if an HRIS is right for your business, here are some key signs that you should be thinking about implementing one:
You have more than 25 employees: While 25 employees is not a rigid threshold, it is an excellent place to start thinking about using an HRIS. With more than 25 employees, keeping track of data becomes a chore, and at a certain point, it becomes impractical (and error-prone!) to manually enter and update all employee data.
Many of your jobs require licensing or certification: If you are in an industry where employees require up-to-date certifications for legal reasons, staying on top of the schedule is critical. An HRIS can streamline the process by setting up automated reminders when certificates are due to expire.
You’re growing fast: Companies face changing legal requirements as they pass different size thresholds. Keeping up with the legal requirements of a growing company is much easier to do automatically with an HRIS than by hand in spreadsheets.
You want your HR team to play a more strategic role: Having one easily searchable system that stores employee information, runs payroll, and handles benefits saves a lot of time for your HR team. It allows them to focus on more strategic projects for your business, like increasing employee engagement and retention or improving company culture.
You manage hourly employees: With hourly employees, you often have to track hours and manage changing schedules. This is another process that is made infinitely easier with an HIRS system.
You need custom data reports: As businesses become increasingly data-driven, accurate and readily available data-based reporting about the life of your company becomes more and more critical. Many HRIS solutions have features that easily create custom reports for you so you can get a better idea of your company's health.
HRIS Systems: FAQs
What is an HRIS?
An HRIS is an employee management platform that allows HR teams to store and manage employee records. They generally include or integrate with standalone tools that offer core HR functions like payroll, performance reviews, and ATS.
What does HRIS stand for?
HRIS stands for Human Resource Information System.
What’s the difference between HRIS, HCM, and HRMS?
HCM stands for Human Capital Management. HRMS stands for Human Resource Management System. On the surface level, there isn’t a massive difference between HRIS, HCM, and HRMS. They are all people management systems that help companies optimize their HR processes.
However, there can be some subtle differences.
- An HRIS is an all-encompassing in-house software for managing people, procedures, and policies.
- An HCM has all the features of an HRIS but often includes talent management capabilities.
- An HRMS is an end-to-end system with all of the features of an HRIS and HCM but often includes payroll and time and labor management capabilities.
Pro Tips For A Smooth Implementation Of HRIS + Final Thoughts
Here are some best practices to help you make sure the process of implementing this new technology is successful:
Fully commit: To take full advantage of the services your HRIS offers, you must fully understand all of its features and how to use them. Get your data migrated into your new system quickly (but do not rush!) and dedicate time to get used to the new processes.
Decide on an implementation team: Before you choose an HRIS, you should create a team who will take full responsibility for the rollout process of the product. This team should be in charge of communicating the new HRIS to employees and providing employees with training and support. Experts from different areas of the company should be equipped to take full ownership of the implementation process.
Concentrate on adoption: If people at your company aren’t using your HRIS, then its value is drastically decreased. To prevent poor adoption, ensure employees are aware of the new technology before you roll it out. It’s also essential to select a user-friendly HRIS and provide the necessary training so all employees, from new hires to executives, feel comfortable using the technology.
Pro tip: Get one leader from each functional area to communicate the new system is coming and ensure they highlight its benefits.
Don’t be afraid to seek support from the vendor: Choose a vendor who cares about your success with the product will help if you run into any significant issues. It’s unrealistic to rely entirely on the vendor to fix all your problems, but don’t hesitate to ask for assistance. Your vendor should be willing to help you if they care about their success as a business and happy to provide support if they care about yours. Understand in detail the support that will be offered, and get SLAs in place if you can.
Be able to adapt: Being adaptable is always important for an HR team, especially when it comes to implementing an HRIS. If the roll-out lacks energy or employees are responding negatively to the system, you need to be ready to change your approach to set your HRIS program up for success.
Final Thoughts
Hopefully, the information here is helpful as you start to think about which HR software vendors to contact for demos, what questions you want to be answered, and which internal stakeholders need to be engaged to ensure a successful implementation of a new HRIS.
Good luck!
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