10+ Best HRIS Systems: Reviews & Comparisons for Q3/2025

• 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.

• I appreciated Deel for its user-friendly interface and straightforward usability.
• It was easy to navigate and intuitive, which made managing tasks efficient.
• The sales representative I interacted with was highly competent and responsive, which enhanced the overall experience of using the platform.

Replit bought Deel because of its global capacities, and I have used it for six months. It helped with the global side of payroll and compliance. It assisted in managing expenses when people onboarded, traveled, and took paid time off or leaves of absence. Other considerations included hiring contractors on their platform, which made it easier to hire people from different countries. This greatly diversified the workforce.

• I found Deel somewhat costly, and accessing the backend could be challenging if you weren't familiar with its setup.
• It takes time to get familiar with different systems.
• Keeping up with international laws was occasionally problematic and required multiple communications to align everyone. I appreciate that Deel is actively expanding its platform to address these issues.

Deel stands out due to its strong innovation and proactive market presence. Compared to Rippling, they were more responsive, which led me to believe that we should have onboarded everyone onto their platform. Deel's proactive approach to innovation kept them ahead in the market, offering solutions that were more responsive and tailored to our needs compared to Rippling. Their platform's capabilities and customer service exceeded expectations, making the transition smooth and efficient. Deel proved to be a valuable partner in streamlining operations and enhancing our business processes.

When considering Deel as an HR person, think about the specific needs of your organization, such as managing remote workers across different countries and ensuring compliance with international labor laws. Evaluate Deel's platform for its user-friendliness, scalability, and ability to handle payroll and contractor management efficiently. Consider the responsiveness and support provided by their customer service team, especially in resolving issues related to backend access and legal compliance. Assess Deel's pricing structure to ensure it aligns with your budget and provides value for the services offered.

Deel has continually adapted to meet users' evolving needs by enhancing its platform's functionality and user interface, making it more intuitive and user-friendly. They have expanded their global capabilities, allowing businesses to manage remote teams across diverse jurisdictions seamlessly. Deel's responsiveness to customer feedback has led to improvements in customer support and backend accessibility, ensuring smoother operations for HR professionals managing payroll and compliance tasks internationally. These advancements highlight Deel's commitment to evolving alongside the needs of modern businesses, facilitating efficient and compliant workforce management worldwide.

Deel is well-suited for small and medium-sized companies, offering capabilities that cater to their needs effectively. One standout feature is the ability to update people's compensation promptly, which proves beneficial for companies planning growth and scalability. This feature ensures that organizations can adapt quickly to changing circumstances and reward their workforce dynamically, fostering a supportive environment for ongoing expansion.

Bob is a very user-friendly tool for both administrators and applicants. The recruitment analytics were effective for a company of this size, which had fewer complexities in terms of organizational structure and recruitment goals. It provided a strong candidate experience for those comfortable using computers and technology.

Our medium-sized US company needed a more efficient tool to enhance the recruitment process. During peak hiring seasons, we required a more organized approach to posting job openings, managing candidate pipelines, and streamlining the onboarding experience.

Bob proved to be user-friendly, and while I have used more intuitive HRIS systems in the past, this one effectively met our needs. It was particularly useful for managing high-volume recruitment during critical times. I used this tool for a couple of years during my time with the organization.

Bob's training posed a significant learning curve for management teams who were unfamiliar with similar tools. While it worked well for employees and managers regularly using computers (e.g., in customer service, sales, and accounting), it was challenging for frontline workers in packaging and production roles due to their limited technological skills.

The tool was not ideal for smaller companies or larger, more complex organizations with global needs.

From a user-friendliness perspective, Bob ranks highly. However, in terms of functionality, other tools I have used, such as Workday, Paradox, and PeopleSoft, offer more advanced features that are better suited for larger, more complex organizational needs.

If you are looking for a system that is user-friendly and well-suited for a medium-sized company with predominantly office-based employees, Bob would be a great fit. However, for companies with a diverse workforce, including frontline employees, or those with highly complex needs, other solutions may be more suitable.

It has been a few years since I used Bob, but at the time, it effectively met the basic needs we had. That said, it lacked the advanced functionalities required by larger organizations with more complex requirements.

Bob is ideal for medium-sized organizations, especially those without highly complex or global organizational structures. It is also more suitable for companies with employees who are comfortable using technology.

Regarding Rippling, I appreciated its all-in-one capabilities. Another aspect I appreciated was their continuous development of new features. It also provides excellent compliance and management tools. The system's integration with other HR and IT tools is helpful for centralized management.

I assisted with implementing Rippling at the company where it was utilized and had signed on prior to my joining. Initially, they integrated it for approximately 3-6 months, followed by another 9 months, and continue to use it. Their objective was to streamline processes related to onboarding, HR, Carta, and IT solutions. My role involved configuring workflows, email reminders, setting up the Applicant Tracking System (ATS), and implementing Carta. Despite using it effectively for six months at Replit, they aimed for a more efficient onboarding experience but ultimately did not utilize Rippling as extensively as anticipated.

It was quite complex, requiring significant learning effort. The system was not as intuitive as expected, and even the representatives lacked comprehensive knowledge to ensure seamless integration. Rippling demanded considerable time for proficiency, and its compatibility with other systems was limited. Not all data was easily downloadable. If their team responded faster, it would improve the platform. Some workflows were clunky, and many features required explanation over calls, extending the time needed for implementation.

Rippling remains a strong choice for HRIS due to its comprehensive all-in-one functionality. Having multiple HR personnel benefits from its consolidated system, although updating information on one page may necessitate adjustments across other workflows, requiring careful attention. It also has the potential to add benefits and payroll, which are good options if required.

Factors to consider include the investment in financial resources, time from HR representatives, and overall resources dedicated to the software's success. It is crucial to have someone overseeing the broader strategic view and a team to manage the system comprehensively, including regular audits. Consider the level of customization and integration needed and ensure the tool aligns with your company's scale and complexity.

I believe their services are improving, but they need to respond more quickly and avoid giving basic customer service answers. They should show more curiosity about their customers' needs. Building features faster would also be beneficial.

Rippling is a good fit for medium to large enterprises.

• Payroll processing is made simple for users of all levels by OnPay’s user-friendly interface.
• Its comprehensive suite of payroll solutions ensures accuracy and saves time, offering features like direct deposit, automatic tax calculations, and compliance management.
• The customer service provided by OnPay is excellent, with professional support agents available to help with any queries or issues.

My company chose OnPay because we needed a less time-consuming and more straightforward solution to manage employee benefits and payments. Before OnPay, we had trouble tracking taxes and ensuring accuracy. Payroll automation, tax computation, and benefit tracking became easier with OnPay. It has helped us save a lot of time and minimize errors over the past year. Additionally, the customer service has been excellent in answering queries and providing support.

• Compared to some of its competitors, OnPay offers limited integration with third-party apps, which can hinder seamless data flow for companies relying on multiple software programs.
• The pricing structure can be expensive for smaller firms that require more services or products beyond the basic payroll package.
• There are limited options for customizing payroll settings and reporting, which can make it challenging to adapt the system to specific business requirements.

OnPay sets itself apart from rivals by offering a simple, user-friendly interface that makes payroll processing accessible, even for those with minimal accounting experience. In contrast, some competitors have more complex systems that require in-depth training.

OnPay’s transparent pricing, with no hidden fees, allows businesses to budget for payroll services more easily. Other competitors have more variable pricing structures, which can become complicated and expensive as they scale.

OnPay is designed with small to mid-sized enterprises in mind, offering features like easy setup, streamlined processes, and extensive customer support tailored to their needs. In comparison, some competitors focus on larger businesses and may prioritize different tools over OnPay.

• When choosing a payroll solution, look for one that is easy to use with a flexible design, like OnPay.
• Ensure there are no hidden fees and that the pricing structure aligns with your organization's budget.
• To make payroll processes more efficient, prioritize features such as automatic tax calculations and compliance tools.
• Choose a service provider like OnPay, which offers dedicated customer support when needed.
• Finally, maximize productivity by selecting a tool that integrates with other apps your organization uses.

Over time, OnPay has added features like payroll compliance management and automated tax computation tools, improving its user interface for a better customer experience. It has enhanced integration capabilities, making data sharing with other apps easier.

OnPay has also invested in attentive customer service to offer timely support. Additionally, the pricing strategy has become more flexible and transparent, catering to the financial needs of small and mid-sized enterprises.

Small to medium-sized enterprises needing a reliable payroll solution with features like automated tax computations and compliance monitoring will find OnPay well-suited to their needs.

OnPay provides an effective payroll processing solution for businesses seeking simplicity without the complexity of larger systems, thanks to its clear pricing structure and prompt customer service.

• APS allowed us to customize the platform based on our specific needs.
• We could configure features for designated functions.
• Having a dedicated super user to support our organization was highly beneficial.

At the time, we were looking to upgrade our existing platform. APS offered multiple options that allowed us to enhance and customize the platform. It provided our organization with a strategic advantage, improving our speed-to-market delivery. It also supported our production goals. Overall, it significantly contributed to our operational efficiency.

• I wish the sandbox environment could have been pushed to production after final approval.
• I would have appreciated more training prior to going live.
• Additional support and post-launch check-ins would have been helpful.

APS is a strong option, but like any product, its value depends on the features and subscription level you select. It’s a good value-added solution.

Key criteria include cost, user experience, customer support, and adaptability. For me, APS meets nearly all of these requirements.

There have been consistent enhancements aimed at improving the product.

APS is good for the staffing industry.

There were very few things I liked about Paycor. The Visier-powered analytics platform helped uncover trends and useful insights. Employees appreciated the self-service options available. Having a sandbox environment available for testing was very helpful.

Including implementation, I used Paycor for almost a year. Our organization was moving away from our PEO to fully control and manage our HRIS and benefits. Our benefits broker had an existing relationship with Paycor, and we were on a tight timeline, so we contracted with Paycor. We implemented the system in less than three months.

The platform, especially the UI, is extremely dated, and the UX is not intuitive. There was a lack of customization within the workflows—functionality that would be expected in an HRIS. The focus of the platform seemed to be on payroll, so other modules felt underdeveloped.

This is the worst HRIS platform I've used. If in doubt, go with the other option. There is nothing about this platform that would lead me to select it in the future.

Make sure the tool you’re buying is suitable for your organization and its needs. There are many popular tools that may not be a good fit for your company.

Paycor had been working on updating workflows to make them more customizable. Reporting has also been migrated into a more user-friendly template. They have also acquired other platforms and integrated them into their system.

If an organization is looking to implement quickly and at a basic level be able to pay their employees, administer benefits, and use reporting, Paycor could be an option. Still, there are much better tools available.

• The ATS system was easy to use and well-suited for a small business, with flexibility to manipulate information as needed.
• The increased visibility provided by BambooHR greatly improved our candidate pool and reduced time-to-fill metrics.
• The Employee Self-Service page was intuitive and straightforward to navigate.

As an HR Business Partner for a smaller company that relied entirely on manual processes, we sought a software solution to support hiring and employee records management. Major pain points included the lack of a proper ATS and an effective system for managing employee records.

At the time, individuals would physically drop off applications or apply through Indeed, limiting our talent reach significantly. Additionally, employee records were maintained as physical files, posing significant challenges for tracking and audits. This tool addressed these issues and helped streamline our processes.

• BambooHR was costly compared to other tools, considering its features and practicality for a small business.
• A better onboarding and training process for the team could have improved the use of the Employee Self-Service tools.
• For a company with both tech-savvy and labor employees, the tool could have been more agile to meet diverse needs effectively.

From a small business perspective, I would rate it a 7 out of 10. It is easy to use and allows for quick adjustments, but the cost is high for what it offers. While its user-friendliness is a plus, it may not be suitable for larger companies with complex requirements.

Cost is a crucial factor to consider. It is essential to evaluate whether employees and HR team members will use all the functionalities of the tool effectively. Assess the types of employees in your company, their technical skills, and their familiarity with workflows or self-service tools.

If you have a team that is technologically adept and values independent workflows, this tool could be a great fit. Additionally, for companies transitioning to more technologically enhanced processes, this tool can be beneficial if the cost aligns with your needs and expected usage.

Based on feedback I’ve heard, the tool has remained consistent with the features and functionality I experienced during my time using it.

This tool is ideal for smaller to mid-sized companies with independent, technologically proficient employees who value easy-to-use self-service and ATS tools. It also supports organizations looking to modernize their processes.

• Very user-friendly, simple, and easy to navigate.
• Improves efficiency and helps manage our time and productivity.
• Provides customizable views and dashboards that are useful for tracking workflows.

We used Monday.com for recruitment and onboarding tasks in our organization. As a start-up, we wanted a more user-friendly system that could give us day-to-day status updates on each position and task.

The system works well for small teams and automates many transactional tasks, reducing manual workload. It provided a centralized view of hiring progress, which helped streamline collaboration between team members.

• At times, it can be inconsistent with updates.
• Some advanced features require additional configuration or training.

The user accessibility and the analytics it provides are better than other ATS tools. It offers greater customization and a more intuitive interface compared to its competitors.

Look for a system that is user-friendly and reduces mundane tasks. It should have strong reporting capabilities and easy data retrieval. A good tool should also help organizations track history and support compliance and audits. Ensure that the platform fits your team size and workflow needs.

Monday has added useful functionality and enhanced its tools to meet dynamic business requirements. As more businesses shift to remote and hybrid working models, Monday.com has helped teams operate efficiently across different locations. Daily project status updates and flexible stage tracking features have made it easier for cross-functional teams to stay aligned.

Organizations of small to medium size can benefit most from Monday.

• Factorial has a clean and user-friendly interface, making it easy for employees and administrators to navigate.
• It covers a wide range of HR functions in one platform, which is helpful for smaller companies that need an all-in-one solution.
• The pricing is reasonable compared to more well-known HRIS systems, making it a good option for businesses with a limited budget.

At a previous organization, we decided to invest in Factorial HR because we needed an actual HRIS instead of piecing together different tools. At the time, we were storing personnel data in various cloud solutions, benefits information was scattered across different platforms, and there was no centralized way to manage key HR functions.

We wanted a system that could streamline employee data, track time-off requests, and handle performance management in one place. Factorial seemed like an affordable solution that covered multiple HR needs without requiring a large budget or extensive implementation.

I used the platform for a while and found that, while it met basic needs, it had some limitations compared to more established HRIS solutions.

• The customer service experience wasn’t great, as response times were slow and support wasn’t always helpful.
• The platform, while functional, lacked the depth and flexibility of more established HRIS solutions.
• Some features, like reporting and customization, felt limited, making it harder to tailor the system to our specific needs.

Factorial is a smaller platform compared to major HRIS providers, which means it offers a more simplified experience. One unique advantage was its ability to handle international payroll and support multiple currencies, which was useful for our global operations.

While it doesn’t have all the features of larger competitors, it provides a budget-friendly option for businesses that need core HR functionalities without a steep learning curve.

It is important to assess where your business is currently and where you see it growing in the future. Factorial is a strong choice for small businesses that have little to no HR support and need a tool to centralize employee data and processes. It is suitable for companies looking to improve HR workflows without making a large financial commitment.

Larger organizations or those with complex HR needs may benefit from a more established HRIS that can scale with growth.

Since I last used Factorial, they have improved their payroll functionality, making it more reliable and user friendly. They have also resolved some issues in key modules like time-off tracking and time and attendance, which had previously caused frustrations.

The platform appears to be making steady improvements, though it still has room to grow in terms of advanced HR capabilities.

Factorial is a great fit for small businesses with fewer than 50 employees, especially those with little or no dedicated HR staff. It helps keep employee records organized, streamlines time tracking, and provides basic HR functions without requiring extensive training or setup.

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

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

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

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

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

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

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

I like the management tools. I like the feel and workflow of the product. I also like the overall aesthetics.

We chose Sage People for a client of ours. Our client had 250 employees and limited HR personnel. They needed simple solutions, extensive reporting, and ease of use for weekly payroll and recordkeeping. Sage People provided easy ways to manage the volume of work the company generated in HR, making it possible for just two people to handle.

The first thing I noticed is that it has issues linking to other applications. Bridges were sometimes needed when this should not have been necessary. The system can be clunky at times and hard to maneuver. It would be easier to navigate and resolve issues if many areas were not so unnecessarily complicated.

Sage is much more comprehensive than most payroll and HRIS systems. You get more value for your investment, including customizations that improve the program's utility.

Consider what type of management tools you want readily available. Identify who will be using the system and for what purposes. If you have unique needs, Sage is a strong option because their integration teams can help customize the program to better align with your business model.

I remember this program in its early stages, and it has become much more intuitive and robust. Over the years, Sage has incorporated feedback from various companies and industries to evolve into a viable solution that nearly any organization can use.

Sage is well-suited for management-minded users and employers focused on compliance with payroll laws and regulations. It also works well for companies that prioritize accuracy and need access to customizable reporting.

Honestly, I do not like UKG, but these are 3 pros:

1. The org chart is nice to be able to see who each person reports to (although only HR is able to see it)
2. The HR checklist tasks are useful to keep track of tasks.
3. The ability to filter reports before exporting is useful.

Our organization bought UKG to replace our old HRIS. We previously were with BambooHR but moved to UKG so that we could move payroll internally. We have been using the tool for one year. This tool provides the bare minimum needed for an HRIS as we have the basic version. We have used the tool for one year, but we are already looking for a new HRIS to move to because we have had a very bad experience with both the tool and customer support. I personally use the tool daily to run reports and review the organization chart.

1. Pulling reports is so complicated. It is not streamlined at all.
2.  When conducting payroll, we get LOTS of error flags that we have to go through (and by LOTS I mean 75-100)
3. The org chart is only accessible by the HR dept.
4. It is just not user-friendly. I often have to hold the hands of our employees to show them how to submit a PTO request, change their personal info, etc.

This tool is much worse than similar tools in my opinion. The reason we switched was so that we could have an internal payroll solution, but after just 1 year we are already looking for a different tool.

The first criteria people should consider is whether the tool meets all of their requirements. That is the reason we switched to UKG because our old system did not meet our new requirements. Next, people should consider whether it has add-ons that support their business. We are looking for a system that has a built-in performance management solution, as well as L&D functions.

No. The customer support has not been helpful to us.

Small companies that want to do internal payroll but do not need all of the bells and whistles (and who do not mind spending a lot of time on payroll and pulling reports). I do not recommend the tool.

It was easy to learn and navigate so everyone enjoyed using it.

It is customizable which is particularly helpful in creating individualized onboarding plans.

Information is easy to access, and data is readily available for managers, such as upcoming tasks and events, employee information, and employee feedback.

We chose Sapling to improve our onboarding. We had gotten feedback from staff that onboarding was not well coordinated. We also had more recent hire turnover than we felt was acceptable, and that it was likely connected to onboarding. We had problems establishing not just the critical first few days but also the introductory 90-day experience in which relationships are formed, the tone is set and the groundwork for long-term employment is established. We used it for a year.

It would be nicer to see some data within the platform, rather than having it generated as a report you open outside the system.

The org chart was a bit cumbersome to use.

More resources for employee experience after onboarding available would improve it.

The guidance Sapling provides to managers regarding onboarding seems unique and much more in-depth than other products. For onboarding, I would choose Sapling over other onboarding products and features, as it is very thorough and instructive regarding what onboarding should be.

If you don't hire often, the best part about this product may not be worth the investment. However, if you do have a growing or often changing team, Sapling could be the difference between losing a good new hire in the first 3 months or retaining them for years. So, if turnover is a problem, and if your onboarding has no structure, this is something to seriously consider.

Like any tool, it requires that people buy in and use it for it to accomplish what it sets out to accomplish, so you need to prepare your people for change if introducing a new way to handle onboarding via Sapling.

I believe the product has expanded and now features more performance management options as well.

This is a very good product for growing companies, startups that have a lot of hiring, and companies that need to address turnover issues.

Creating reports in Namely is straightforward, even for users with limited technical experience. The time and labor module is intuitive and easy to demonstrate to employees. The visibility and layout of the homepage make navigating the system fast and user-friendly.

I worked for a small FinTech company that used Namely. They picked Namely because it was an easy-to-use tool and was perfect for our business structure. We (the HR Team) liked how it was easy to enter new employees and update existing employees' information.

We also had a few nonexempt employees, so we used their timekeeping system, which was also simple. We also used announcements like our social media, so we didn't have to design an Intranet.

The system lacks innovation and hasn’t kept up with some newer HR platforms in terms of features and design. The interface feels a bit outdated, especially compared to more modern alternatives. Customer support was sometimes difficult to reach, which could be frustrating when time-sensitive issues arose.

Namely is a smaller and more simplified platform compared to other tools like UKG or ADP. It works well for small companies that need a streamlined system without too many bells and whistles. While I prefer UKG or ADP for their broader functionality and scalability, Namely stands out for being approachable and easy to manage for less complex HR operations.

When evaluating this kind of tool, it's important to consider the size and complexity of your organization. Namely works best for small businesses that don’t require highly advanced features or custom-coded reports. If you're expecting rapid growth or need to manage complex data, you may quickly outgrow it. Simplicity and ease of use should be top considerations if you're leaning toward Namely.

One noticeable improvement has been quicker service request response times. The company seems to have made an effort to address support speed, which enhances the overall user experience, especially during critical periods.

Namely is ideal for HR teams and general employees in small to mid-sized companies. It suits organizations that need an easy-to-use system without requiring extensive setup or ongoing technical support.