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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.

Phil Strazzulla
Written by
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
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Last Updated: Sep 25, 2024
TOP
Top HRIS Vendor with Flexible Pricing
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Visit Website
TOP
Top HRIS Vendor with Flexible Pricing
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Learn More
TOP
Trusted HRIS for Global Teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Trusted HRIS for Global Teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Culture-Focused HRIS
HiBob
4.5
Popularity Score
4.4
User Score
4.3
Product  Score
Visit Website
TOP
Culture-Focused HRIS
HiBob
4.5
Popularity Score
4.4
User Score
4.3
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Best HRIS Systems

BambooHR

: Top HRIS Vendor with Flexible Pricing

Deel

: Trusted HRIS for Global Teams

HiBob

: Culture-Focused HRIS

Paylocity

: Ideal for businesses seeking a feature-rich payroll and HR platform

Monday.com

: A versatile platform for internal planning and coordination

OnPay

: Affordable HRIS All-in-One

Paycor

: Great HRIS for US-Based Teams

Rippling

: HRIS & Advanced Spend Management

Lanteria

: HRIS built for enterprises using Microsoft Office 365 and SharePoint

Sage People

: Great HRIS for Global Teams

UKG

: HRIS with Abundant Features

Kallidus

: Soundly-Built, Remote-First HRIS

Namely

: HRIS & Great Payroll and Benefits

Zenefits

: HRIS All-in-One with Great UX

Factorial HR

: Strong HR solution for SMBs

Introduction to HRIS Systems

Human Resources Information Software (HRIS) is critical to business operations. 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. Before we delve deeper, please know that If you'd like help 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.

Although HRISs tend to be fairly expensive with rigid contracts, and choosing the wrong one can be an operational disaster, it shouldn't be a nightmare of a process with the right guidance. 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).

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Our Criteria: Here's How We Chose The Best HRIS Systems

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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Compare the Best HRIS Systems

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

BambooHR

Most Popular
4.5
SMBs looking for customizable HR platform with remote teams
Highly customizable HR software for SMBs
Custom Pricing
Yes
33,000+ companies
4.5
4.4

Deel

Most Popular
4.4
SMBs and large companies with global payroll needs
HRIS for global companies of all sizes
Free
Yes
15,000+ companies
4.6
4.5

HiBob

Most Popular
4.5
Growing global teams who need to streamline multiple HR tasks
Culture-focused HRIS for multinational teams
Custom Pricing
No
Undisclosed
4.4
4.3

Paylocity

Most Popular
4.2
US-based mid-sized companies looking for payroll + HR platform
Comprehensive HR and payroll platform with great customer support
Custom Pricing
No
13,000+
4.3
4.1

Monday.com

Most Popular
4.2
Startups and SMBs
Extensive internal planning and coordination features
Starts at $29/mo
Yes
200,000+ companies
4.6
4.3

OnPay

Most Popular
4.3
SMBs who need a simple and affordable soltion
Low cost, easy set up
Starts at $46/mo
Yes
Undisclosed
4.8
4.7

Paycor

Most Popular
4.1
Great for SMB payroll needs, great HRMS for large teams
HRIS for US-based teams focused on employee expereince
Custom Pricing
Yes
40,000+ companies
4.2
4.0

Rippling

Most Popular
4.2
SMBs who prioritize user expereince
HRIS suite with numerous integrations
Starts at $8/mo
Yes
16,000+ companies
4.2
4.1

Lanteria

Most Popular
4.1
Mid-sized and large businesses
Bespoke HRIS based on Microsoft SharePoint
Custom Pricing
Yes
300+ companies
4.4
4.0

Sage People

Most Popular
4.1
Pairs well with SMBs and global teams using Salesforce
Easy integration with Sage ERP as needed
Custom Pricing
Yes
2,000,000+ companies
4.3
4.2

UKG

Most Popular
4.0
Large teams across industries looking for HCM workforce mgmt
HRIS with abundant features built for large teams
Custom Pricing
No
Undisclosed
4.2
4.1

Kallidus

Most Popular
4.6
Mid-sized companies with 50-2000 employees
Remote-focused HRIS
Custom Pricing
Yes
Undisclosed
4.3
4.6

Namely

Most Popular
4.7
Growing, mid-market companies in the US
HRIS with option for fully managed service
Custom Pricing
No
12,000+
4.1
4.6

Zenefits

Most Popular
4.0
SMBs looking for an all-in-one HRIS platform
HRIS all-in-one with great UX and business intelligence
Starts at $8/mo
Yes
Undisclosed
3.9
4.0

Factorial HR

Most Popular
4.1
SMBs looking to streamline processes with an HRIS
HRIS suite for U.S., Eurpoe, and Latin America
Starts at $60/year
Yes
8,000+ customers
4.5
4.2
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

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Detailed Reviews of the Best HRIS Systems

BambooHR

Visit Website
BambooHR
Learn More
Popularity Score
4.5 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked BambooHR

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

BambooHR Review

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.

BambooHR Customers

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 Pricing

  • 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.

BambooHR in action
Reviewer's Rating
8/10

We typically use BambooHR to pull reports and analyze data. We also use it as a platform for employees to submit time off requests. Apart from that, we use the documents section to create fillable documents which are later on stored in employees' profiles. Additionally, BambooHR gives us an opportunity to have easy access to other employees' information, such as who someone's supervisor is, so anyone in the company can search for those details. Sending communication out has been a new feature for us and we use it by creating a banner on the main page which helps us send easy and quick reminders to employees. We also use it for easy access to other platforms as we store all the links for our training, benefits, etc. platforms so employees can have the information in one place.

What do you like about this tool?

It's user-friendly. It's capabilities to manage different HR processes. The fillable documents tool.

Why did your organization buy this tool, and how long have you used it for?

BambooHR was bought in order to store employees' information in one place. The objective was to better organize information and create automated workflows. I started at the company about 14 months ago and it was already in use but I estimate that it has been used for the past 5 years or more. One of the main benefits it provides is that job information as well documents and time off can be in one place. This allows the HR team to easily pull reports and access the data. Another benefit is that it is very user friendly, for employers and employees.

What do you dislike about this tool?

It takes a long time to add additional features (sometimes suggested by customers). It has different restrictions when it comes to reporting, in terms of editing some reports to add/delete fields. The performance management tab is very basic and it doesn't allow customers to tailor it to our needs.

How is this tool different than their competitors?

I guess the main difference is the simplicity when it comes to managing different processes. Other systems are more complex and have too many additional steps or fields which make it harder to navigate the platforms. I really prefer it because it does not require a lot of training for anyone to learn how to use it and it has a lower price compared to other systems.

What Instructions should people think about when buying this type of tool?

The first one would be the number of employees. If you are a large company, BambooHR may not fit your needs as it has some limitations. Secondly, what they are really trying to get out of the system. If it's only being used for what we use it (storing information, submitting time off requests, pulling basic reports) then it would work great. If they are trying to have all the information in one place, such as benefits and performance management, the fact that it has limitations, mostly related to updates and customized fields, then it would probably not be the best option.

How has this tool changed or evolved over time to meet users needs?

They have evolved quite a bit. Their customer service has improved. Some fields have become customizable over time or they have been added by the BambooHR team. Reporting has also improved with the addition of a few different reports which provide further information and can be combined with others, such as turnover rate with reason for termination, etc.

What specific type of user or organization is this tool very good for?

Mid size companies that have payroll and performance management already in use. It is also good for organizations that do not want to spend a lot of money on an HRIS or that have a limited budget.

What specific type of user or organization would this tool not be a good fit for?

Companies with over 500 employees or big size ones. Users who would like to have all processes and information in one place.

Deel

Visit Website
Deel
Learn More
Popularity Score
4.4 / 5
User Score
4.6 / 5
Product Score
4.5 / 5

Why we picked Deel

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.

Deel Review

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!).

Deel Customers

  • Brex
  • Doogle
  • Duffel
  • Andela
  • HomeLight
  • Makerpad

Deel Pricing

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.

Deel in action
Reviewer's Rating
8/10

Deel serves as our HRIS system for all personnel outside the US, including contractors and employees through EOR in countries like Armenia, Georgia, Kazakhstan, Mexico, and the Netherlands. We use it for payroll processing, employee tracking, managing time off, and ensuring legal compliance in each country. Compliance is crucial, as Deel helps ensure we adhere to local employment laws. Additionally, it manages expenses and other HR processes for our non-US employees.

What do you like about this tool?

Deel simplifies the hiring process, particularly for contractors, making it incredibly user-friendly. The compliance features are invaluable, keeping us informed of legal changes across different countries. Moreover, the platform itself is straightforward and easy to navigate.

Why did your organization buy this tool, and how long have you used it for?

Our organization needed a system that would enable us to quickly hire contractors in Europe while scaling with our growth. Deel was chosen for its clarity, ease of setup, and cost-effectiveness. Initially, it was used for managing our European contractors, but as we transitioned from contractors to full-time employees, Deel's capacity to handle EOR and contractors across multiple countries proved ideal. We have been using Deel for just over a year, starting with contractors and recently expanding to include EOR services for our European employees.

What do you dislike about this tool?

Navigating the platform can sometimes be confusing when trying to locate specific features. Currently, Deel does not support adding US employees, necessitating separate HRIS systems for our US and international staff. Additionally, we occasionally encounter unexpected fees.

How is this tool different than their competitors?

Deel offers a more affordable solution compared to its competitors, although it's important to consider potential hidden fees. While the platform's overall look and functionality are similar to others in the market, the differences are relatively minor.

What Instructions should people think about when buying this type of tool?

When considering a tool like Deel, evaluate your hiring needs outside the US. Inquire about all potential costs, including benefits and administrative fees. Also, plan strategically for the countries you intend to hire in, as adding multiple countries can complicate the process.

How has this tool changed or evolved over time to meet users needs?

Deel is actively developing new features aimed at becoming a comprehensive solution for US-based employers managing international hires. This ongoing evolution is geared towards creating a single platform that can accommodate a variety of HR needs.

What specific type of user or organization is this tool very good for?

Deel is exceptionally well-suited for SMBs to small enterprise businesses that need an efficient platform for managing contractors. It offers simplicity and ease of use that is ideal for businesses at this scale.

What specific type of user or organization would this tool not be a good fit for?

Larger companies may find Deel lacking in features necessary to manage a large employee population effectively, making it less suitable for bigger enterprises.

HiBob

Visit Website
HiBob
Learn More
Popularity Score
4.5 / 5
User Score
4.4 / 5
Product Score
4.3 / 5

Why we picked HiBob

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

HiBob Review

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.

HiBob Customers

Tufin, Yotpo Ltd., Fiverr, Happy Socks, Taptica

HiBob Pricing

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.

HiBob in action
Reviewer's Rating
8/10

We use Bob everyday. It is an integral part of our business. The key workflows we use Bob for are hiring, onboarding, offboarding, internal mobility, employee engagement and assigning tasks.

What do you like about this tool?

As a startup company, I love the ability to automate my daily HR administrative tasks. I’m very impressed with the onboarding capabilities for both in office and remote hires. In addition, the ATS integration with Workable is great to streamline hiring.

Why did your organization buy this tool, and how long have you used it for?

We were introduced to HiBOB at an HR Technology convention. We were seeking software to automate our hiring workflow process. Bob allowed us to create customized workflows, and implement e-signature documents which drastically improved our onboarding process. Bob also was very useful in helping our HR team with our company reorganization.

What do you dislike about this tool?

It would be nice if Bob had its own ATS to eliminate the requirement for third-party software.

How is this tool different than their competitors?

Bob is different from its competitors for several reasons. I find the user interface and experience to be more desirable than a few other platforms. Bob is easy to navigate and has the ability to customize my dashboard. Most importantly our new hires love the straightforward modern onboarding process.

What Instructions should people think about when buying this type of tool?

The first thing people should look for is to determine if the tool aligns with your company needs and goals. People should also make sure the tool integrates with their existing tools i.e. ATS. The next feature to consider is the cost per employee. An ideal tool will offer reduced rates as your employee/user headcount increases.

How has this tool changed or evolved over time to meet users needs?

Bob has evolved overtime to meet the new HR landscape and policies surrounding things such as the use of Ai. They continuously provide monthly newsletters with additional templates and tips for HR professionals. Bob also introduced a DEI dashboard.

What specific type of user or organization is this tool very good for?

Small to medium

What specific type of user or organization would this tool not be a good fit for?

Larger companies

Paylocity

Visit Website
Paylocity
Learn More
Popularity Score
4.2 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Paylocity

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

Paylocity Review

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 Customers

Paylocity is used by over 36,000 companies including Polywood, Momentus, and Watters,

Paylocity Pricing

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.

Paylocity in action
Reviewer's Rating
5/10

When I utilized Paylocity, it helped me monitor staffing numbers across each cost center. It assisted in recruitment efforts by allowing me to track staff levels at each store and determine whether we were meeting our hiring targets. It also helped identify stores that required more recruiting efforts and facilitated meetings with store managers to discuss needs and create plans to meet set goals.

Paylocity was also used for payroll purposes. Reviewing the rates for each cost center helped determine competitive target rates for each role within the stores. Regarding payroll, it managed PTO accrual and ensured employees were paid correctly for the hours worked.

What do you like about this tool?

Paylocity offers many pre-loaded reports, which were useful for targeting specific metrics. The interface is user-friendly and has many valuable features. Having the opportunity to participate in a demo with a representative to walk through Paylocity’s functionality was extremely helpful. Additionally, the function that automatically posts new vacancies to multiple job sites, like Indeed and Monster, was very convenient.

Why did your organization buy this tool, and how long have you used it for?

Our company switched to Paylocity after acquiring another franchise. The acquired company already used Paylocity, and it was part of the contract that we would keep and integrate it with our existing employees. I have used it for about two years. However, there were numerous issues on payday, with several instances where paychecks were deposited into the wrong accounts.

While customer support was promised to be excellent, it was often difficult to find solutions when problems arose. The demo of the software was impressive, and the sales team did a great job, which is understandable why people might choose it, but the ongoing functionality can become frustrating when the same mistakes occur repeatedly.

What do you dislike about this tool?

Customer service frequently experienced turnover, making it difficult to find knowledgeable support, which was frustrating. Often, I found that I knew more than the representatives assisting me. We also encountered several instances where an employee’s pay was deposited into the wrong account, which was a significant concern that needed prompt resolution. Lastly, the frequent misalignment of cost centers was a constant issue, taking up a considerable amount of time to correct.

How is this tool different than their competitors?

Paylocity has a very user-friendly interface compared to other tools I’ve used. The ability to provide demo training for onboarding new corporate individuals from other brands was a great advantage. However, once our account manager left, it became challenging to bring new users up to speed.

What Instructions should people think about when buying this type of tool?

Consider your organization’s specific needs and take detailed notes during demos. Paylocity offers many training advantages, but it’s essential to have clear expectations of what you need from the tool.

How has this tool changed or evolved over time to meet users needs?

Before I left the company, there was talk of introducing a texting feature, which seemed like a valuable addition.

What specific type of user or organization is this tool very good for?

I would recommend Paylocity for larger organizations. It offers a wide range of features that can be useful for payroll, onboarding, recruiting, labor management, and more.

What specific type of user or organization would this tool not be a good fit for?

Smaller organizations might benefit from using a more affordable alternative to Paylocity.

Monday.com

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Monday.com
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Popularity Score
4.2 / 5
User Score
4.6 / 5
Product Score
4.3 / 5

Why we picked Monday.com

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

Monday.com Review

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 Customers

Monday.com’s customer list boasts big names like Lionsgate, Glossier, and Oxy.

Monday.com Pricing

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.

Monday.com in action
Reviewer's Rating
10/10

We use Monday every single day. I always have it open—it's a very useful to-do board. We use it to track new hires and where we are in the onboarding process. We also track IT needs, with templates for each department, allowing us to copy them for new hires. Our IT Director can mark off items as he completes them. We use it to track the setup of brokerage accounts, daily/monthly KPIs, and to reference prior years' KPIs and deliverables. It's helpful in storing the data of our deliverables.

What do you like about this tool?
  • Monday is very user-friendly.
  • It is an excellent organizing and tracking tool.
  • It helps keep our team on the same page and aligned.
  • It is flexible, allowing for customization with colors, column types, status updates, dates, and more formatting options.
Why did your organization buy this tool, and how long have you used it for?

We bought a subscription to Monday.com to track deliverables and ensure we were all on the same page. It is very helpful for listing key items we focus on each month, assigning responsibility for each item, allowing owners to update their status, add comments, and even assign a due date. The entire team can access a board and make updates in real time. It is extremely helpful in keeping our team organized and connected with clear communication. We use it in every meeting to review items, their status, and check where we stand with each. We reorganize priorities daily, which is simple in the tool by just dragging and dropping. It's a very user-friendly tool and aesthetically pleasing to use.

What do you dislike about this tool?
  • One con is the cost.
  • There are so many features that it can be overwhelming at first, but once you get used to it, it's great.
  • I wish it had more colors for the labels, or the ability to create custom colors using RGB.
How is this tool different than their competitors?

I really like how easy it is to use and how organized it is. I've used a similar tool, but it wasn’t as aesthetically pleasing. I enjoy the little celebration that goes off when you mark an item as complete. It's the small details that set Monday.com apart from its competitors.

What Instructions should people think about when buying this type of tool?

You should weigh the pros and cons of what you need versus the cost. There are a lot of features, so if you won’t use most of them, you might want a lower-tier plan with fewer features. Also, as your company grows, more people will need access to the boards, which can increase the cost. Overall, I think the cost is worth it. In our company, Monday.com has greatly improved alignment and communication.

How has this tool changed or evolved over time to meet users needs?

It has added more features over the years and updated its user interface to be more aesthetically pleasing (such as adding confetti when a status is marked complete). They now have a mobile app, which is also very useful.

What specific type of user or organization is this tool very good for?

I think it's good for both small and large companies. It's especially useful for administrative tasks, marketing, HR, finance, operations, tech, and IT departments. However, I don't think it would be ideal for a warehouse or manufacturing environment.

What specific type of user or organization would this tool not be a good fit for?

I don't think it would be suitable for manufacturing or warehouse companies. Employees in those environments typically work behind equipment rather than computers, so I don’t think this tool would be widely used in those settings.

OnPay

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OnPay
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Popularity Score
4.3 / 5
User Score
4.8 / 5
Product Score
4.7 / 5

Why we picked OnPay

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.
  • Free tax form handling for W-2 employees and 1099 contractors.
  • Some HR services included within the plan at no additional cost.
  • 30-day free trial available (starts after OnPay verification).
  • Well-developed online help resources.

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.
  • Poor functioned employee mobile app.
  • Requires payment four days before payday for direct deposit.
  • Doesn’t support automatic payroll.
  • Customer support sometimes hard to reach.
Our reviewer took screenshot of OnPay's HRIS software during the review

OnPay Review

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 Customers

OnPay Pricing

  • 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.

OnPay in action
Reviewer's Rating
8/10

We use OnPay regularly, typically once a week, to manage payroll processes in the organization. The tool has helped us automate payments to employees and contractors, calculate taxes, and file them on time. We also use it to track employee benefits and time off, making it easy to keep everything organized. OnPay is especially helpful for generating reports, which we use for financial planning and compliance. Overall, it has streamlined payroll and HR tasks, reducing manual work through automation.

What do you like about this tool?
  • 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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?
  • 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.
How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?
  • 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.
How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

Larger businesses that require sophisticated payroll features, high customization options, or advanced reporting capabilities typically found in more complex systems may find OnPay unsuitable.

Additionally, businesses with specialized payroll needs or those requiring extensive third-party integrations may find OnPay's services limited compared to its competitors.

Paycor

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Paycor
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Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4 / 5

Why we picked Paycor

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

Paycor Review

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.

Paycor Customers

Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.

Paycor Pricing

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.

Paycor in action
Reviewer's Rating
5/10

I use Paycor Recruiting to manage multiple job openings and candidate data. Specifically, to access different job postings and review candidate details, likely to determine if they are a good fit for the role. After identifying potential candidates, I use it to manage them throughout the recruitment cycle, moving them from one stage to another as appropriate. This process may include reviewing resumes, scheduling interviews, sending messages/emails, adding comments, and conducting background checks or reference checks.

It also provides a centralized platform for managing multiple clients and candidates since it has the ability to organize and track candidate data and makes it easier to identify the right candidates for the clients and move them through the hiring process more efficiently.

Overall, Paycor Recruiting is an effective tool for managing recruitment efforts, particularly for staffing firms or organizations with multiple clients. By providing a centralized platform for managing job postings and candidate data, Paycor Recruiting can help streamline the recruitment process, making it easier to identify top candidates and move them through the hiring process more quickly.

What do you like about this tool?

What I like about Paycor is that it provides a convenient way to manage and update information about job candidates all in one place. I also appreciate that I can communicate with candidates directly through Paycor, keeping track of past conversations and future interview plans. Additionally, Paycor makes it easy to sort through candidates based on specific skills needed for the job.

Why did your organization buy this tool, and how long have you used it for?

Our organization purchased Paycor to help address several key challenges we were facing in managing our candidate database and streamlining the hiring process. This led to inefficiencies in our recruiting efforts. By implementing Paycor, our organization hoped to have a centralized database that would make it easier to organize, search and sort through candidate data, ultimately leading to a more efficient hiring process.

Another key factor that led us to choose Paycor was its ability to help hiring managers process applications more quickly than was previously possible. With the volume of applications we were receiving, it was becoming increasingly challenging for hiring managers to review and respond to all of them in a timely manner. Paycor offered a suite of tools and features that promised to streamline the process, enabling hiring managers to identify and evaluate top candidates more efficiently.

Finally, as a staffing firm, we needed a tool that could help them manage the different clients we were working with within a single portal. Paycor offered a range of features that made it easy to organize and track client data, enabling us to manage relationships with clients more effectively.

What do you dislike about this tool?

I would like to express my dissatisfaction with the platform's outdated user interface design in comparison to other Applicant Tracking Systems (ATS) which are currently more in line with prevailing market trends. Additionally, I have noticed occasional lags in the tools when generating reports or retrieving candidates' information, which can be problematic. Another issue I have encountered is that the platform does not save the last search that was performed, which can be inconvenient and time-consuming.

How is this tool different than their competitors?

One aspect that I find particularly helpful is the ability to track a candidate's progress through various stages of the recruitment process, including the "Back Burner" stage, which is valuable when identifying a potential candidate for future hiring needs if not the present needs. Another advantage of Paycor Recruiting over other Applicant Tracking Systems (ATS) is the ability to filter candidates based on niche skills, which can be especially beneficial for filling specific job requirements. Finally, I appreciate the ease of use when generating and rolling out offer letters with Paycor, making the hiring process smoother and more efficient.

What Instructions should people think about when buying this type of tool?

When you are thinking about buying a recruitment or HR tool, there are some important things to consider. Firstly, you should think about the cost of the tool and whether it is affordable for your organization. You also need to make sure that the benefits of the tool outweigh the costs.

Secondly, you should think about the size of your organization. Some tools may be better suited to smaller or larger businesses, and you want to make sure that the tool you choose is easy to use for all team members.

You should also think about how many people will be using the tool, as this can affect the licensing and training requirements for the software. It's important to make sure that the tool can accommodate the number of users you need and that you have the resources to train your staff effectively.

Finally, you should consider where you will be posting your job openings. If the tool you choose isn't connected to popular job portals in your region or industry, it may limit the number of candidates you can reach.

Overall, if you carefully consider these factors, you can choose the right tool that meets your specific needs, budget, and goals.

How has this tool changed or evolved over time to meet users needs?

Paycor, as a human capital management platform, has made changes over time based on user feedback to improve its interface. Additionally, Paycor is willing to provide more demo sessions to help users understand its platform better. The platform has also made changes to accommodate big organizations, and started targeting those as their potential customers. Overall, Paycor has taken steps to enhance its user experience and meet the needs of its diverse user base.

What specific type of user or organization is this tool very good for?

Paycor can be particularly beneficial for small to mid-sized businesses that are looking for a user-friendly, cloud-based HR solution that can streamline their HR processes, including payroll, benefits administration, time and attendance tracking, and compliance management. Additionally, Paycor can be useful for companies that are looking for tools to manage employee onboarding and development, as well as those that require custom reporting and analytics to make data-driven decisions.

What specific type of user or organization would this tool not be a good fit for?

Paycor may not be suitable for large organizations with complex HR requirements, as they may need more sophisticated HR software to handle multiple departments, locations, and employee types. Additionally, organizations that do not use technology for their recruitment and HR processes may not benefit from Paycor's features and functionalities.

Rippling

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Rippling
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Popularity Score
4.2 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked Rippling

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

Rippling Review

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.

Rippling Customers

Proxy, Dwell, Superhuman, Expensify, Checkr.

Rippling Pricing

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.

Rippling in action
Reviewer's Rating
8/10

Rippling acts as a central hub for all things HR, IT, and Finance for our company. I use Rippling for HR management, improving the employee experience, and streamlining management. Overall, Rippling allows me to work smarter, not harder. It simplifies HR processes, improves the employee experience, and frees up valuable time for more strategic work.

What do you like about this tool?

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Why did your organization buy this tool, and how long have you used it for?

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

What do you dislike about this tool?

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

How is this tool different than their competitors?

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

What Instructions should people think about when buying this type of tool?

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

How has this tool changed or evolved over time to meet users needs?

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

What specific type of user or organization is this tool very good for?

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

What specific type of user or organization would this tool not be a good fit for?

Rippling isn't ideal for all. Highly customized needs of massive enterprises might exceed its current customization options. Additionally, organizations prioritizing best-in-breed point solutions for specific HR functions, like payroll, might prefer separate, specialized tools for maximum control.

Lanteria

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Lanteria
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Popularity Score
4.1 / 5
User Score
4.4 / 5
Product Score
4 / 5

Why we picked Lanteria

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

Lanteria Review

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 Customers

Lanteria HR has been used by over 300 companies in over 40 countries.

Lanteria Pricing

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.

Lanteria in action
Reviewer's Rating
10/10

We used Lanteria in three ways. Our HR department was divided into three categories: learning, performance, and talent. Each team used Lanteria’s specific functions to match their use cases. Lanteria allowed us to create goals for employees and set them on a career path aligned with those goals. We were also able to develop learning catalogs and plan the training process for new hires and active employees who required continuous learning. Additionally, we used it to source candidates, manage job openings, and allow applicants to apply through the career portal.

What do you like about this tool?
  • 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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Lanteria would not be ideal for companies that need to set up the platform quickly. Given the current support system, I recommend implementing it at a slower pace to ensure full understanding of its features.

Sage People

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Sage People
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Popularity Score
4.1 / 5
User Score
4.3 / 5
Product Score
4.2 / 5

Why we picked Sage People

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

Sage People Review

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.

Sage People Customers

CRU, Lovehoney, Showbrook Bank, Enigma Industrial Services

Sage People Pricing

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.

Sage People in action
Reviewer's Rating
7/10

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.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of 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.

How has this tool changed or evolved over time to meet users needs?

Sage People has definitely improved the user-friendliness of its interface and added some functionality that most HR departments look for in an HRIS.

What specific type of user or organization is this tool very good for?

I think Sage People is useful for small corporate offices or organizations managing a small workforce of labor-intensive personnel.

What specific type of user or organization would this tool not be a good fit for?

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

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UKG
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Popularity Score
4 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked UKG

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

UKG Review

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.

UKG Customers

Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.

UKG Pricing

  • 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.

UKG in action
Reviewer's Rating
5/10

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.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.

What specific type of user or organization is this tool very good for?

UKG is best for an organization that needs a basic HRIS system.

What specific type of user or organization would this tool not be a good fit for?

UKG would not be suitable for an organization that needs to do extensive HR reporting or extensive compliance procedures.

Kallidus

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Kallidus
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Popularity Score
4.6 / 5
User Score
4.3 / 5
Product Score
4.6 / 5

Why we picked Kallidus

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

Kallidus Review

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. 

Kallidus Customers

Coupa, Warby Parker, Webflow, Digital Ocean, PagerDuty

Kallidus Pricing

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.

Kallidus in action
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Namely

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Namely
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Popularity Score
4.7 / 5
User Score
4.1 / 5
Product Score
4.6 / 5

Why we picked Namely

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

Namely Review

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.

Namely Customers

Greenhouse, MacStadium, and OneLogin are among Namely’s 1000+ customers.

Namely Pricing

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.

Namely in action
Reviewer's Rating
8/10

We use Namely daily, and it has become our central hub for nearly all HR tasks. The key workflows include payroll processing, where the automated system ensures timely payments and handles all tax calculations and filings, which used to be a tedious monthly task.

We also rely on Namely for benefits administration; employees can easily update their benefits through the platform, with everything syncing up to ensure accurate deductions. The onboarding process for new hires is another area where Namely excels; new employees can complete their paperwork online before their first day, which is a major improvement over our previous paper system.

The performance management tools are also very useful. Additionally, the reporting and analytics features, which were suggested as a new initiative by me, are now regularly used to gain insights that drive our HR strategies.

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

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

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

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

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

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

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

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Namely may not be a good fit for very small businesses or startups with fewer than 50 employees, as the cost and complexity of the platform might be excessive for smaller operations.

Zenefits

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Zenefits
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Zenefits

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

Zenefits Review

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.

Zenefits Customers

Quora, Universal Group, Reddit, Asana.

Zenefits Pricing

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 in action
Reviewer's Rating
6/10

Zenefits was used to manage all employee data. Essentially, all onboarding tasks, including offer administration and acceptance as well as the completion of required employment documentation, were done in Zenefits. Employees enrolled in benefits, completed tax and employment eligibility documents, and updated their contact information in the system, eliminating the need for hard copy documents. It also provided an overview of the organization through a dynamic organizational chart. From an administrative standpoint, the system allowed the administrator to run payroll and generate specific reports needed to analyze employee data, such as growth trends.

What do you like about this tool?
  • Zenefits provided a one-stop shop for employee onboarding.
  • It was easy to navigate for business leaders and employees to find and update their information.
  • It was an affordable solution for smaller or startup companies.
Why did your organization buy this tool, and how long have you used it for?

The company I joined had already been using Zenefits for about two years. It was the system that business leaders selected as a professional employer organization (PEO) to manage employee information, payroll, and benefits administration, before a dedicated HR team member was hired. The tool itself was fairly easy to navigate and suited the needs of a smaller company with fewer than 100 employees. Employees could make changes to their own profiles with little oversight required from an administrator. Zenefits proved to be a practical solution for a company of that size.

What do you dislike about this tool?
  • Zenefits (at the time) did not offer much company personalization.
  • Like many PEOs, Zenefits limited the types of benefits plans available to employees.
  • While suitable for smaller companies, it may not be the best option for long-term scalability.
How is this tool different than their competitors?

At the time, Zenefits was a leader in the PEO space, and its ease of use and functionality made it attractive to smaller startups seeking an HRIS without a dedicated HR team. Recently acquired by TriNet, Zenefits now competes with other platforms such as Gusto, Rippling, and Justworks. At a previous company, we transitioned from Zenefits to Gusto for more support and customization options.

What Instructions should people think about when buying this type of tool?

Business leaders should first consider the functionality they need and what specific problems they are trying to solve. They should weigh the benefits of using a PEO like Zenefits versus selecting an HRIS and working directly with a broker for more customized benefit offerings. Additionally, it's important to factor in scalability. If the company has aggressive growth plans, including international hiring, they may want to consider other systems that are better suited for scalability.

How has this tool changed or evolved over time to meet users needs?

Following TriNet's acquisition of Zenefits, the platform has seen significant changes to its interface and functionality, including performance, compensation, and time and attendance modules. Having worked with TriNet previously, Zenefits is now positioned as a smaller, more intimate version of TriNet, supporting a lean HR team with payroll and performance integrations.

What specific type of user or organization is this tool very good for?

Zenefits is ideal for smaller companies with fewer than 250 employees, especially if their hiring and growth are contained within the U.S.

What specific type of user or organization would this tool not be a good fit for?

Zenefits would work best in environments with a lean HR team, as the system is easy to manage without much oversight. However, it may not be ideal for companies with rapid growth plans or those looking for a high degree of customization.

Factorial HR

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Factorial HR
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Popularity Score
4.1 / 5
User Score
4.5 / 5
Product Score
4.2 / 5

Why we picked Factorial HR

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

Factorial HR Review

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.

Factorial HR Customers

The Power MBA, The Hotels Network, Nextail, Ulabox, Vicio

Factorial HR Pricing

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.

Factorial HR in action
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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.

Pro Tips on HRIS Systems

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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