Best Payroll And HR Software (2024)
The best payroll and HR software, hand-picked for enterprises and SMBs, along with benefits, pitfalls, FAQs, and more.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
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Best Payroll and HR Software
The field of human resources is among the fastest-growing fields in the United States. This has consequently added complexity and nuance to the work of human resource management professionals. As more emphasis is placed on enriching the employee experience, niche areas have emerged SaaS for Human Capital Management.
You might have seen HR software that’s solely built for specific HR processes like benefits administration or performance reviews. But what if you need an all-in-one human resources management system that caters to your company’s needs? How do you sift through the barrage of information that’s out there on the internet and choose the best management software for your team? You use a guide like this one, since we did the hard part of researching for you.
Be it small businesses or large corporations, the one thing that’s a must for every company is that its employees are getting compensated accurately and on time. A good payroll software takes care of this. But what’s even better is a management solution that not only helps a company with payroll processing but also acts as an all-in-one HR system that lets you streamline core HCM tasks such as onboarding, time tracking, talent management, performance management, among others.
We’ve put in hours of research to come up with a list of the best payroll processing and HRMS vendors to help you choose an HR software that’s best suited for your company. This list has been arrived at by judging these HR solutions on various metrics including but not limited to their user interface, functionality, pricing, and customers. To help you make a calculated decision, we’ve also included the pitfalls, benefits, ROI, implementation, and more.
To bring you the best payroll and HR software options, we conducted extensive research and leveraged our expertise in the industry. We've been following and demoing numerous software solutions over the years, so we’ve seen hundreds of payroll and HR tools. This guide showcases several that combine the two categories, HR and Payroll.
With the help of our community of HR experts, who often share their experiences with each tool in various organizational settings, we were able to select the very best. Three of the most important criteria we evaluated these tools on are: workflow automation, payroll processing, and core HR features.
- Workflow Automation: We prioritized solutions that offer robust automation capabilities, enabling HR professionals to save time on repetitive tasks. The selected software options provide intuitive workflows and can automate key tasks such as onboarding, employee data management, PTO calculations, leave requests, and more.
- Payroll Processing: We filtered for payroll and HR software that excels in this area, ensuring robust yet user-friendly payroll processing for businesses of all sizes. The chosen solutions offer comprehensive payroll management features, including tax calculations, direct deposit capabilities, payroll reporting, and integration with accounting systems.
- Core HR Features: These tools are great for payroll, but do they get HR right? We handpicked those offering the greatest range of core HR features to support your organization's needs. Most of these tools are fully-fledged HCM systems, enabling you to efficiently handle all aspects of employee management in one centralized platform.
To learn more about our comprehensive evaluation process and discover additional insights on selecting the best HR tech, we invite you to read our piece on how we select the best HR tech.
![](https://cdn.prod.website-files.com/5dbc34a79684004f6e7a6c30/65c62d4fd0a98ca655828b84_zach.jpg)
Need Help? Talk to an HR Software Advisor!
Tell us more about your company & an HR Software Advisor will help you find the right software
![Gusto](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
Gusto
![Gusto](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b3cd4541ebb18aa5246ec6_Gusto-%20Logo.png)
Gusto offers an affordable basic plan that is suitable for budget-conscious startups. At the same time, their premium plan is a good bet for companies that want to invest more in their employees’ skills. This is especially true in companies whose HR departments are very small.
PROS
- Gusto has an eye-catching UI and multi-device compatibility.
- Easy payroll for U.S.-based W-2 folks, domestic and international contractors.
- Supports online signatures and automated tax filing.
- Flexible payroll options for different schedules and unlimited pay runs.
- Automatic deductions streamline benefits administration.
- Streamlined hiring and onboarding process between HR and new hires.
- Integration with CorpNet and Checkr for post-offer tasks.
- Person-to-person phone support, email, and customer service resources. Licensed benefits advisors available for all plan users.
- Transparent pricing and no long-term contracts. Free account setup.
- Ability to create onboarding checklists send offer letters, and store documents online.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- Limited support for international employees.
- No native accounting feature for tracking earnings and spending.
- Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
- Simplistic analytics dashboard.
- Premium plan or add-ons required for federal/state compliance alerts and existing broker/health insurance integration.
- No free trial available.
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63057cdde7c1782f2590af9c_Gusto-time-tracking.jpg)
Gusto UI is both aesthetically pleasing and user-friendly. The platform doesn’t offer mobile apps (except for its Wallet app), but being browser-based means it can “play nice” on all devices.
It supports online signatures and automated tax filing, streamlining essential administrative tasks. It also offers flexible payroll options, helping businesses accommodate varied pay schedules and perform unlimited pay runs.
Another notable advantage of Gusto is that it effectively syncs payroll with deductions. This feature saves time and ensures compliance with relevant regulations. Moreover, its integration with CorpNet and Checkr enhances post-offer tasks — a plus for those seeking better employee onboarding.
Gusto strongly emphasizes customer satisfaction through responsive phone and email support, live chat, and licensed benefits advisors for users of all plans. Plus, the setup is free!
Though it can manage payments for international contractors, full support for international employees is unavailable. Additionally, the software lacks a native accounting feature for tracking earnings and spending, so users must rely on external accounting solutions.
If you’re checking out Gusto’s Simple plan, a heads up: it doesn’t have native time tracking or online signatures, so third-party integrations are needed. Advanced features like compliance alerts and integration of existing brokers are reserved for the Premium plan or offered as add-ons for the Plus plan. Simple plan users do not have the option to purchase these add-ons, which may limit their access to comprehensive compliance support and insurance integration.
American Canning, Matchless Builds, Citizen Pilates, Pain Clinic, Distant Moon.
- Simple plan: $40/month + $6/month/person
- Plus plan (limited time sale): $60/month + $9/month/person
- Premium plan: Customized options available; contact sales for pricing
- Contractor-only plan (no W-2 employees): $6/month/person
Best For
Gusto offers an affordable basic plan that is suitable for budget-conscious startups. The top-tier Premium plan is highly recommended for companies willing to invest more in their human capital, particularly for those with a single-person HR department.
We use Gusto on a weekly and bi-weekly basis to pay contractors, send offer letters, engage employees, and onboard new hires. The key workflows that we use are our recruiting workflow and hiring workflow. Of the workflows, Gusto is heavily used on the hiring and employee management side. Gusto is used from the time an employee receives an offer letter through to their onboarding and paychecks.
The top three reasons why we like this solution are: 1. We no longer have to jump from a spreadsheet, to a PowerPoint, to QuickBooks, and an ATS to accomplish daily tasks. 2. We are saving money by having one centralized system that integrates with our other software instead of paying for multiple systems. 3. Gusto has helped reduce our time to hire thanks to automated onboarding.
We are a startup organization, and we were seeking a cost-effective SaaS HR platform to assist with our onboarding and employee management. We started off utilizing spreadsheets, PowerPoint presentations, and Google Docs. We wanted to streamline our process and have everything in one centralized location. We have used Gusto for two years, and it has been a tremendous help with our hiring workflow. The key benefit it provides is having everything in one place that is readily accessible to all responsible parties in the hiring workflow as well as our employees. We love the self-service functionality.
I dislike Gusto’s applicant tracking system. It isn’t user-friendly and doesn’t have the best UI. They can improve the ATS by making it user-friendly and creating a better dashboard.
Gusto fares well with its competitors in benefits administration and onboarding services. From a cost perspective and the number of features included in their lower-tiered plan, Gusto outperforms its competition. They offer flexible monthly plans that scale with your business without being locked into a contract. This is a very enticing feature for startups that are still getting familiar with tools on the market and determining their software needs.
People should consider how many users require access and whether Gusto integrates with their existing software. They should also look at the number of existing employees and their projected hiring goals to determine if Gusto is a long-term solution.
Over time, Gusto has added new features such as the ATS. It appears it is attempting to be an HRIS. They have also added additional third-party integrations.
Gusto is an excellent tool for startups. It provides cost-effective solutions to help you get started with a small workforce.
I don’t feel Gusto is a good fit for a company seeking an HRIS or a company with over 100 employees. Gusto falls short in this area. Although Gusto has great onboarding capabilities, at times there are discrepancies with payroll, and the ATS isn’t user-friendly or robust.
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity
![Paylocity](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63bd4965aec445cf6dae83a2_Paylocity-Logo.png)
Paylocity streamlines payroll and HR processes with user-friendly tools, automation, compliance support, and more. Its comprehensive features, accessible platform, and expert resources make it a standout choice for managing your workforce efficiently and effectively.
PROS
- Paylocity offers a feature-rich platform that simplifies the management of payroll, HR, benefits, and other related tasks.
- It features a user-friendly interface and offers extensive online documentation to guide users through the various features and functionalities.
- There’s a mobile app that both employees and managers can access to perform several processes on-the-go.
- 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 information is not publicly available, and there isn’t a free trial or a free plan at this time.
- Paylocity's comprehensive feature set can create a learning curve for users.
- The report customization options in Paylocity could be enhanced.
- 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 Payroll and HR software](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/664773808a4f60ea88a4cb19_Paylocity%27s%20payrol%20and%20HR%20software%20screenshot.png)
Paylocity offers a comprehensive and user-friendly platform with features for payroll, people, benefits, time off, and compliance management. We love how easy and quick it is to process payroll, thanks to Paylocity’s intuitive three-step navigation flow: you enter the necessary payroll info, review and hit Submit. Paylocity also minimizes manual data entry by automatically transferring information from Time & Labor, flagging employees who need prorated or retro pay, and showing the calculations for your review.
To ensure payroll accuracy, you can make use of Paylocity’s Payroll Readiness Dashboard that gives you a comprehensive overview of your critical payroll tasks well ahead of your processing day. The system also features over 40 configurable pre-submit audits that flag irregular occurrences, such as an employee receiving double their typical pay.
Beyond payroll management, Paylocity provides a solid HRIS that helps you stay on top of several employee-related processes. For starters, it excels at data management and task automation across multiple users and workspaces. Whether it's confirming employee addresses, collecting certification proofs, or managing employee onboarding, Paylocity simplifies these processes through automation and centralization.
Accessibility is another strong point of Paylocity. Employees can securely access their payroll and HR data from anywhere, on any device. They can retrieve important information such as offer letters, paystubs, tax forms, benefits info, and make changes to their personal information. Managers and HR professionals have full visibility into employee data, enabling them to manage positions, assign skills and certifications, predict vacancies, and manage budget changes effectively,
Paylocity also prioritizes compliance, offering a user-friendly dashboard with swift access to work authorizations, EEO, and FLSA compliance data, as well as industry news. For additional support, Paylocity's HR Edge service provides expert resources, including an account manager, to assist in minimizing risk and implementing optimal practices. Furthermore, Paylocity's reporting and analytics capabilities provide deeper insights into the workforce through real-time, visually presented data. This data enables the monitoring of key metrics, recognition of patterns, enhancement of HR strategies, and the advancement of business goals.
Paylocity’s solutions are used by over 35k organizations including CRP Industries, Wagstaff, and Powerhouse.
Paylocity’s pricing isn’t disclosed upfront. We recommend scheduling a demo with their Sales team to get a breakdown of all associated costs.
Best For
Paylocity's solutions are designed for businesses of all sizes across diverse industries, with a primary emphasis on medium and large enterprises. These companies possess the necessary resources and infrastructure to fully utilize the platform's functionalities, allowing them to effectively maximize its benefits.
I use BambooHR for onboarding and offboarding. I also administer it personally in my organization. We've been digging into the performance management piece of it. We've been able to participate in trainings sponsored by BambooHR to acquire deeper skills. Overall, BambooHR is a key aspect of our employee experience.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63f9b2277292d2791f901472_5e564cb7a377-Untitled.png)
I like BambooHR because it's user-friendly. I also like that it's a system where you can really track important data like job titles and salary changes. Finally, I like that BambooHR is easy to use.
We bought BambooHR to establish a centralized place that could securely store our employees' data for our HR team. We also wanted to create a seamless onboarding and offboarding process. The customer service is impeccable at Bamboo and they're always very helpful. It's also very user-friendly. I've used the product personally for one year.
I wish BambooHR offered a way for us to administer stock options and 401K directly through the program. I also wish we had a dedicated account rep, which we, unfortunately, do not have at this time. I would love to see more engaging ways for our employees to be onboarded, as well.
They're different because they have a very attractive interface and the response rate of the customer service team is higher. They also tend to offer a more diverse set of program features.
I'd recommend really digging in to make sure you're taking advantage of all of the features and integrations Bamboo has to offer. Also, I'd recommend smaller companies (less than 50 people) really consider if this is a tool that's right for their size.
The training content they've offered is impeccable.
I'd say an organization of at least 50+ people.
An organization with fewer than 50 on its team.
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor
![Paycor](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6282a989bfe3d1ff404d7688_5fada50c38e336b9470b3dce_Paycor%2520icon.jpeg)
Paycor not only takes care of your payroll management and HCM needs but goes over and beyond by providing predictive HR analytics to help you understand your employees’ trends and behaviors.
PROS
- 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
- 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.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63028f0e2918bcd529599791_Paycor-dashboard.jpg)
Trusted by more than 29,000 businesses, Paycor’s HR + Payroll Software is made up of three HR management tools: A payroll system, an HR platform, and analytics. The payroll solution is laden with many incredibly useful features such as OnDemand Pay, AutoRun functionality, employee self-service, and tax compliance to name a few.
There’s also a mobile app that helps you make real-time changes at the tip of your fingers.
Similar to its payroll processing counterpart, Paycor’s HRMS tool is driven by automation and also comes with features that let you view employee records, edit employee data, optimize performance reviews, and improve internal communication.
Best For
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.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/640967a2872fd255f5e81304_Paycor-New%20Hire%20Setup.png)
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.
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.
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.
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.
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.
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.
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.
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.
![Netchex](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/668cb7039f4150c17f7a8d68_Netchex-Logo%20(1).png)
Netchex
![Netchex](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/668cb7039f4150c17f7a8d68_Netchex-Logo%20(1).png)
Netchex is a standout in the payroll category thanks to their stellar customer support, described often as prompt, courteous, and knowledgeable. It’s the rightful complement to their comprehensive, single-source solution which integrates HR, time and attendance, benefits management, and payroll processing.
PROS
- Grows with your team: With Netchex, it’s very easy to opt for a new plan and keep all your data in the same place even if you outgrow your current pricing plan. Other vendors require a switch to a new service in that kind of event.
- Dedicated support team: Netchex are note-worthy for their award-winning and often lauded customer service. It’s all US-based and provided in real-time through email, live chat, and phone calls.
- Pre-payroll reports: Allows for critical error checks before submission.
- Flexible payroll grid: Easy to make changes or correct errors on the fly.
- Versatile payment options: Includes paper checks, direct deposit, and pay cards.
- Grows with your team: With Netchex, it’s very easy to opt for a new plan and keep all your data in the same place even if you outgrow your current pricing plan. Other vendors require a switch to a new service in that kind of event.
- Dedicated support team: Netchex are note-worthy for their award-winning and often lauded customer service. It’s all US-based and provided in real-time through email, live chat, and phone calls.
- Pre-payroll reports: Allows for critical error checks before submission.
- Flexible payroll grid: Easy to make changes or correct errors on the fly.
- Versatile payment options: Includes paper checks, direct deposit, and pay cards.
CONS
- Requirement of payroll: Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
- No free trial: Potential users can't test the software without committing to a purchase. The demo with a sales rep is the closest thing.
- Requirement of payroll: Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
- No free trial: Potential users can't test the software without committing to a purchase. The demo with a sales rep is the closest thing.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/668cb77d88568995999ac201_NetchexHero_HR-Intelligence.png)
Netchex is a comprehensive HR and payroll management platform tailored for small and mid-sized businesses (50-500 employees). The platform stands out with its single-source solution that combines payroll, time and attendance, benefits, HR information, and more into a single tool, thereby reducing the need for multiple spreadsheets and manual data entries. One of our favorite things about Netchex is their flexibility. For example, payroll administrators can effortlessly make adjustments and correct errors directly from the payroll grid.
We also love and hear great things about their detailed pre-payroll reports. As stated above, these can be reviewed before payroll is processed, allowing managers to spot any abnormalities, such as terminated employees receiving paychecks or overpayments. The system comes with full garnishment integration, multiple pay rate solutions, and complete federal, state, and local tax filings, making it a robust and versatile tool for any business.
Additionally, Netchex recently introduced several innovative features, such as AskHR for immediate answers to employee questions, Netchex AI for data analysis, and Community for fostering employee engagement. In our view, these enhancements demonstrate Netchex's commitment to evolving its platform based on user feedback and emerging industry needs.
Netchex is used by companies like Xpressdocs, BK Corrosion, Regal Hospitality, and The Colony ER Hospital.
Netchex follows a per-Employee-per-Month pricing model. Pricing varies according to the company's size and the specific products used. Detailed pricing information can be found on their website.
Best For
Netchex is best suited for small and mid-sized businesses in various industries, such as restaurants, hospitality, manufacturing, healthcare, professional services, and auto. As of 2024, their sweet spot is organizations with less than 500 employees, but they are perfectly capable of working with larger teams.
![UKG](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6fa5b18e92b439535fe67_UKG-Logo.jpg)
UKG
![UKG](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e6fa5b18e92b439535fe67_UKG-Logo.jpg)
Easy to navigate and customizable to your business needs, UKG’s Payroll and HR Software provides you with all the HR services under one roof. Their customer support team that’s available on a payroll hotline and chat are worth mentioning.
PROS
- Super robust product, packing years of experience with HCM and Workforce Management technology
- Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.
CONS
- Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool.
- Similarly, UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/630566aa8b0d875aeb16f2be_UKG-dashboard.jpg)
UKG has a variety of HR product suites. If you’re looking for an HR software that combines transformative HR technology with robust payroll functionality, then UKG Pro is their HCM solution you should keep an eye on.
UKG Pro takes care of four key areas and those are payroll processing, talent acquisition, learning, and employee voice. One of its most coveted aspects is its intuitive navigation. You can get all your information on the very first page, with just a single click.
It also has a mobile app that your employees can use to do a variety of things such as being able to request time off or pulling old pay stubs.
Best For
We use UKG in 24 hour operations. The company I worked for used UKG for absence and time tracking system. The absence module is moderated by managers. The time keeping for hourly employee is time clocks. Salary employees manage time and absences themselves in the system.
It integrates with many systems. It is clear and nice layout. It is end user friendly.
My organization used UKG for time keeping. They wanted time clocks around the entire 7 Arce property. There were a lot of hourly staff and they wanted time to be easily captured. The goal was to have a time clock that integrated with the payroll system. The payroll system was supposed to pay incumbents accurately based on live time clock punches.
It is not easy to fix errors for end users. Tickets can take a long time to remedy. Interfaces can be buggy.
UKG is developed and large. It is used in integration with a lot of other systems. It stacks up well to similar tools.
The two criteria that people should think about when buying this type of tool is the size of the organization and the amount of user they would need to function their operation. The reason I say this is because UKG sells their product based on licenses needed for operation.
yes, their interface is more end-user friendly
I believe it is best for organizations with a lot of hourly time punch employees
I don't not believe it would be good for a lot of FLSA employees, for example, ones in corporate offices.
![ADP](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63db77877b88cffce062e5e0_ADP-Logo.png)
ADP
![ADP](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63db77877b88cffce062e5e0_ADP-Logo.png)
Easy to use, 24/7 support from payroll experts, seamless integrations, – ADP is packed with interesting features that will elevate your business like nothing else.
PROS
CONS
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63056b2513b7832bb7ce0b3e_adp-payroll-dashboard.jpeg)
Instead of obfuscating a first-time user with unnecessary details about their HR services, ADP asks you a few simple questions and fetches you a customized HR solution that would best suit your organizational needs.
ADP’s payroll and HR software known as RUN is easy to use, has a clean user interface, and yet contains so much depth in terms of features. From personalized payroll to AI-powered error detection features for tax compliance, ADP lets you seamlessly run payroll, track time & attendance, helps you with workforce management, and much more.
Best For
The company used ADP for payroll. It also uses it for 401k retirement programs. Our HR department has been happy with it. ADP has provided nice incentives to move to it.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/6583d77879d800eb375a25f6_adp-plan-setup.png)
Easy to use. Provided sign up incentives. Respected brand.
Colleagues had experience with ADP in the past and were lobbying for the company to make a change. We have made that change and then continued to increase the services that we were obtaining from them. It has been a positive experience. The vendor is exceeding our expectations. We don't foresee making changes in the near future.
It is a big company so you don't always feel like an important customer. We often deal with different people at the company. It would be nice to have one consistent contact.
The breadth of products that it offers is important to us. We know it has quality products and services.
A company with a long track record. Incentives to move to it. Suggested enhancements to the products.
It is continually updating its service offerings with improvements. It contacts us for associated products and services that may assist our business.
Small to medium business.
I cannot think of any.
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Zenefits
![Zenefits](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e5b326ce6e381d83319f68_Zenefits-Logo.jpg)
Seamlessly integrated across all levels, what separates Zenefits from other HR systems is that it has built-in compliance, dozens of pre-built integrations, and a fully functional mobile app for both employees and HR managers.
PROS
- 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
- 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.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63056f1ef497a02dc56376b4_Zenefits-dashboard.jpg)
With a slick user interface and tools that span across the entire employee lifecycle, Zenefits has everything you need to manage your people with ease. Its payroll is packed with advanced features and is built to serve every company’s unique needs.
Unlike most HR platforms, Zenefits’ payroll system automatically syncs with other HRMS tools, saving your bandwidth for more important tasks. From streamlined onboarding and easy PTO, Zenefits packs several essential HR tools into one place.
Best For
A major advantage was the self-service feature for onboarding. Before a new hire started, most onboarding tasks, such as I-9 and tax forms, were already completed. We heavily relied on Zenefits for employee data management. It helped us track changes in employee information, such as address updates and manager changes, as well as the reporting hierarchy through the organizational chart feature. It was also useful for document management.
As a school, we had to comply with the Department of Education's document management requirements, like teacher certifications and first aid & CPR. Automating notifications for expiring credentials was incredibly helpful. The second phase of integration occurred when we opted to replace ADP with Zenefits for payroll processing and time & attendance tracking.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/667ba440dd228d4955514c25_zenefits-Dashboard.png)
The time-off and scheduling features of Zenefits proved to be incredibly helpful. Before using Zenefits, coordinating time off and ensuring adequate coverage was a complex process, largely because it was managed by the HR team and then passed on to the managers.
The ability to allow managers to approve their team's time-off requests saved a lot of time. In addition, each professional, including teachers, paraprofessionals, and speech pathologists, had between 3-8 professional certifications that needed tracking.
Notifying, tracking, and following up with staff for updated certifications was very time-consuming. However, once we set up the notifications and employee self-service features, the process of tracking and ensuring compliance became much easier. It also allowed employees to upload their updated credentials.
Upon establishing the HR department, we only had ADP for payroll and employee tracking. Before introducing Zenefits, we expanded rapidly from 40 employees to over 100 within a few years. We initially managed everything manually via paper applications and Excel spreadsheets. Although Excel is beneficial for data management, it became increasingly difficult as the company grew.
Additionally, we had only two HR professionals, myself included. Tasks such as onboarding new employees, data management, payroll processing, and handling time-off requests became increasingly manual and time-consuming, detracting from our ability to focus on value-added activities. Over the past two years, automating many of these labor-intensive tasks has proven invaluable.
There is a lack of customization in reporting. Although the platform includes many preconfigured reports and templates, the ability to modify specific data points is somewhat limited.
The platform also has limited customization for the user interface and dashboards. You can change the layout, color schemes, branding, and hyperlinks on the user's homepage, but further customization is limited.
Onboarding and offboarding workflows have limitations. They follow pre-determined steps that align with a general process, but you can't make many modifications to these steps.
Suggestions for improvement include the ability to modify the tracking of onboarding task milestones, customize the onboarding workflows for different roles (e.g. teaching assistant vs. teacher), and add the ability to customize approval tasks when multiple supervisors need to approve a task or transaction.
Zenefits offers many benefits over other HRIS software, such as Workday. First, the cost is significantly lower and may be more appealing to smaller businesses with a limited budget. Second, if you don’t have a dedicated IT team, the implementation of Zenefits is significantly easier and may be more ideal for smaller HR departments. Third, while it may have some limitations relative to customizing workflows, it does significantly reduce the likelihood of running into challenges with workflow.
The pricing structure is a significant aspect to evaluate. The platform's cost hinges on a monthly or annual commitment and is determined per user. Furthermore, the expense of integrating additional features such as Learning Management Systems or Performance Management should be accounted for. Features like employee self-service might offset costs otherwise spent on a dedicated HR assistant managing data changes. Lastly, ensure the platform is user-friendly for both the end-user and administrator. This platform isn't overly complex and is suitable if your HR team includes a tech-savvy member.
Zenefits, once a standalone company, has been acquired by TriNet. This significant change in ownership has broadened the scope of what Zenefits can offer, particularly in terms of integrations with other platforms. The integrations now include prominent platforms like QuickBooks and 360 Learning, along with OKTA. These developments have enhanced the functionality and usability of Zenefits, making it a more versatile tool for businesses. Among these, the integration with OKTA has proven to be profoundly beneficial. OKTA is a platform that manages user access based on roles, a feature that has found applicability in a wide range of organizations. This has resulted in Zenefits becoming more scalable and adaptable, capable of meeting the needs of a wider array of businesses.
Zenefits is an outstanding choice for small to medium-sized businesses that are operating on a tight budget and can't afford to invest heavily in HRIS software. Furthermore, since TriNet acquired Zenefits, the PEO and HR outsourcing option can be very helpful for a company with a smaller/less sophisticated HR team. This can be an incredibly beneficial strategy, particularly for businesses that are in the growth phase.
Zenefits is relatively user-friendly, both in terms of integration and end-user experience. However, like any HRIS implementation, it requires significant time for planning, implementation, and training. Therefore, if you or your business can't dedicate the necessary time to work with the implementation team, I wouldn't recommend it.
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
Namely
![Namely](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63e1f0d9e07cdb288adc5e86_Namely%20Logo.jpg)
What makes Namely stand out from its competitors is that it’s highly customizable, easy to implement, and has unmatched customer service. Namely is also very scalable and would smoothly grow with your team.
PROS
- Navigating Namely poses minimal challenges for most users, with an intuitive and notably clean UI despite its extensive feature set.
- Users commend Namely's employee onboarding module, which employs a user-friendly wizard to facilitate swift and clear onboarding for new hires.
- In addition to its inbuilt data management, recruiting, onboarding, time off tracking, payroll, and benefits administration features, Namely offers managed payroll and benefits administration services, relieving internal teams of heavy burdens.
- 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 predominantly caters to the U.S. market, limiting its suitability for international businesses.
- While users applaud its user-friendliness, implementing Namely can be time-consuming, with an average implementation period of 6-8 weeks, as reported by the platform.
- Lacking features for employee development like skill training, career pathing, and succession planning, Namely falls short in this area given its scope.
- Prior to adoption, verifying compatibility with your existing benefits provider is essential, as some users have reported instances of Namely encouraging them to switch providers, sometimes resulting in increased costs.
- 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.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/630571dc46fba21be87c927b_namely-dashboard.jpeg)
Namely aims to help you stay on top of your job and free up your time to focus on innovative people strategies. This cloud-based HR software consists of enhanced payroll services, compliance tools, benefits insurance expertise, and tools for employee engagement.
Apart from handling your core HR needs, Namely also offers pre-built integrations with an ever-growing list of partners. But what’s even more compelling is that if you don’t find an integration you need, you could build your own integration through Namely’s secure API.
Namely also has an amazing and active client community you could reach out to if you want an insight into the best practices.
Best For
Our HRBP and operations team accessed Namely multiple times a week, while Finance and IT logged in several times a month, and managers did so quarterly. The Recruiting team used it to verify organizational structure and ensure accurate data transfer for new hires.
As someone who helped implement Namely, I used it for various tasks, such as ensuring its proper function, creating and pulling reports for HR programs, and supporting my client groups with necessary data. It served as our central repository for all employee information.
In my first six months, I adjusted workflows and reports to align with our processes, ensuring other teams had the information they needed. I also supported 40% of the company's employees, using the data for organizational planning, talent development, and performance reviews.
Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.
Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.
After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.
Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.
Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.
Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.
When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.
When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.
Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.
Namely may not be suitable for companies with fewer than 400 employees. Its complexity and management requirements might be excessive for smaller organizations that prefer not to allocate significant resources to system oversight.
![WorkDay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2aae868e75f50cc93ab94_Workday-%20Logo.jpeg)
WorkDay
![WorkDay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63b2aae868e75f50cc93ab94_Workday-%20Logo.jpeg)
Trusted by the world’s leading companies, Workday runs on automation and innovation to help you save time and money. Its advanced analytics tools can benefit HR teams at even the largest companies.
PROS
- Accessible customer support from the community, live chat, and telephone.
- Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
- Configurable dashboard with AI and ML-driven insights.
- Ability to maintain real-time alignment of budgets and workforce plans.
- SOC 2 Type 2 compliance.
CONS
- Undisclosed pricing.
- No free trial for its talent management software.
- Time-consuming implementation period (average 4.5 months).
- Challenge navigating for first-time users may require training.
- Issues with logging in were reported by users.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62da1964e372c6faad0e952c_workday-dashboard.jpg)
Designed to fuel your acceleration in a changing world, Workday aims to overcome the limitations of an Enterprise Resource Planning system, commonly referred to as an ERP. Workday has many products and solutions but if you’re on the lookout for a payroll and HR solution that would help you optimize the time, talent, and energy of your people, their Human Capital Management system is worth checking out. From creating customized compensation programs to augmented people analytics that give you insights from vast data sets – Workday’s HCM suite is packed with extremely powerful tools.
Best For
I use Workday everyday. The key workflows I use Workday for are to manage all my open requisitions. I post jobs on Workday, disposition candidates and run daily reports on recruiting metrics per requisition. Workday does a good job with your dashboard. This screen will show all your open requisitions and any projects or timelines you choose to add. It is also very easy to add templates to Workday per requisition to help save time when you take action on a particular candidate. I initiate background checks, reference checks and offer letter proposals and submittals through Workday as well.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/64af785e60c41dfa7125389f_WorkDay-Recruiting.png)
I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.
My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.
Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.
WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.
Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.
Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.
Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.
I think Workday would not be beneficial to smaller companies and startups. I think a lot of the key functionalities would not be used and it would be a waste of money for your organization.
![BambooHR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62be4421e96e8945bee29ff9_bamboohr-icon.jpeg)
BambooHR
![BambooHR](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62be4421e96e8945bee29ff9_bamboohr-icon.jpeg)
BambooHR comes with an interface that’s remarkably calming to the senses for a workplace tool. They’re one of the top HR products of all time. Their payroll product, while acclaimed, is only available for paying US-based employees.
PROS
- BambooHR offers flexible packaging and custom pricing, allowing you to select packages and additional modules as needed.
- Renowned for its simplicity and user-friendliness, BambooHR stands out as an easy-to-use tool.
- 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 limited to US-based employees, restricting its global reach.
- Similarly, customer support is confined to US business hours, potentially inconveniencing international users.
- Certain modules, including time tracking, performance management, and surveys, are only accessible as add-ons, which would mean an extra investment.
- 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.
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/630578c323478038ec4771cc_bamboohr-payroll-dashboard.jpg)
BambooHR refers to itself as an “HR Software with heart” and rightly so. This all-in-one HR software takes care of the entire employee lifecycle by focusing on five key areas which are compensation, culture, people & analytics, hiring, and onboarding.
By keeping customer experience at the center of everything, BambooHR lets you access all your employee records in one place and dramatically reduces your paper usage.
From a robust payroll software that lets your employees quickly access their pay stubs or direct deposit to a highly accurate applicant tracking system that lets you find people who match your company culture, BambooHR has most that you could ask for in an HRIS and more.
Best For
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.
It's user-friendly. It's capabilities to manage different HR processes. The fillable documents tool.
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.
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.
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.
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.
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.
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.
Companies with over 500 employees or big size ones. Users who would like to have all processes and information in one place.
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
OnPay
![OnPay](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/614310ae3a470546b0f8defa_download.png)
With best-in-class integrations and built-in HR, OnPay is extremely user-friendly and has top-notch customer support. Its USP is the way it combines simplicity with a wide range of features.
PROS
CONS
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/63057b39408ea67c9c949231_OnPay-dashboard.jpg)
Fast, precise, and backed by payroll experts, OnPay is a payroll software with all the HR tools embedded in it. OnPay’s goal is to enhance the productivity of individuals and teams. This is reflected both in their simple yet intuitive user interface and extensive features such as multi-state payroll, single sign-on, employee-self service, or automated onboarding flows.
One of the best things about OnPay is that when you buy it, you get the help of trained experts every step of the way. They also provide one month of a free trial.
Best For
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling
![Rippling](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/5ef68f98bad8687bcf9abf6a_Rippling%20Favicon.jpeg)
Rippling is geared toward SMBs with its intuitive UI, automation, and 500+ integrations. Besides features like US/global payroll and self-service, the benefits administration tool lets you work with your chosen broker and select the benefits packages for your team from over 4,000 plans.
PROS
- Rippling payroll automatically updates work hours, deductions, and tax filings.
- Ability to process payroll in multiple countries and currencies.
- Can connect with 500+ apps.
- Enables users to work with their chosen broker.
- Ability to purchase modules separately or as a full suite.
- 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
- Undisclosed pricing. No free trial.
- Phone support costs extra.
- Not the best option for teams with 2,000+ employees.
- The mobile app has limited features compared to the web browser version.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
![](https://cdn.prod.website-files.com/5dbc34a89684007e327a6c35/62da1da5c608c527accc5e26_rippling-payroll-dashboard.jpg)
Rippling is a competent solution for growing teams looking to handle their HR and payroll more efficiently. Though the software is quite new in the space, we appreciate how fast the platform has evolved since it debuted.
One of the standout features of Rippling is its exceptional integration capabilities. With over 500 app connections available, it surpasses most tools in the market.
Rippling offers feature-rich capabilities that simplify payroll and HR management for global teams. With its integrated platform, users can pay employees and contractors worldwide within minutes. The built-in time tracking app automatically updates work hours, deductions, and tax filings, eliminating the need for manual tasks. This allows users to focus on reviewing numbers, approving payroll, and letting the system handle the rest.
We are impressed with Rippling's benefits management tool, allowing users to collaborate with preferred brokers, select from 4,000 plans, and offer the hires a self-service portal and mobile app. However, we hope for enhancements in the mobile app's performance and features, as it can be laggy at times and lacks certain functionalities compared to the web browser version.
Rippling's pricing starts at $8 per employee per month, but obtaining an accurate quote requires a demo with a sales representative. It's important to note that the actual cost may be higher due to the software's purchase model. The Unity module is mandatory for purchasing any other modules. Additionally, if you require phone support from HR specialists, additional fees apply.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling's Core HR platform starts at $8 per employee per month. Contact Sales for more details.
Best For
Rippling is most useful for SMBs, ideally with 50 to 2,000 employees. It doesn’t matter whether they are US-based, global, remote, office-based, or distributed teams.
I help with recruiting and other HR stuff here at Tatem. While I am no longer a part of this as my role has expanded into marketing, I formerly used Rippling to manage employee payments, write, edit, and send employee contracts, get employee signatures on legal documents, make approved changes to employee and company profiles, and more. Now I just use it as a non-administrator employee and it's equally great. I also loved using the apps for insurance for Tatem.
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It's incredibly easy to use and has a great customer experience. The customer support is excellent, always very responsive, and helpful. They have so many functionalities and features available, from insurance to legal documents.
Our founder used Rippling in his former company and had had a good experience with it. We tried Gusto due to all the hype, but it was a bit hard to use at first. We ultimately returned to Rippling due to its excellent user experience, customer support, and ease of use. It also just seemed to have more features and functionalities available.
Honestly, nothing. Maybe if I had to choose something, I'd say that their design could be a bit more modern or updated, and it'd be great if they had an easy to use mobile app.
Compared to Gusto, Rippling is much more straightforward. Gusto had very poor user experience for first-time users, but with Rippling, I didn't have to wonder what's next. I was able to hop on and begin using it as both an admin and employee.
Rippling is a tool that's comprehensive enough that it will cover every possible HR scenario imaginable. It works for teams of all sizes. It has a responsive support team which you’ll need.
I feel like they've made product updates along the way to enhance their user experience and ensure there are no glitches. They really focus on creating an excellent, no-fuss UX.
We're in technology (SaaS), but it could really be good for anything.
A solopreneur or a one-person team.
Why Use a Payroll and HR Software?
If you have just started an organization or are managing a small team, you may wonder if there is any use of bringing payroll and HR software onboard. After all, you could simply keep a database of your employees’ essential information.
While it may not seem like a necessity early on, contemporary payroll and HR solutions offer so much more value than meets the eye. Here are some of the reasons why you should consider investing in payroll and HR software:
- Streamline your workflows: Instead of buying two separate softwares for your core HR tasks and payroll, you would immensely benefit from buying an all-in-one payroll and HR software in a plethora of ways. Not only would a consistent user interface give you more clarity about your work, you would also be able to easily map out an employee’s compensation and PTO based on their attendance, performance, and other such metrics – all of which would be accessible in one single place, if you choose a unified HRIS.
- Save time: The biggest advantage of using modern HR tools is that they focus on automating redundant tasks and freeing up your bandwidth for more creative and strategic thinking initiatives. A good HR and payroll system would help you save time on recurring tasks like payroll processing, time & attendance, and applicant tracking. Once you’ve got your HRMS fully implemented, it would also help you eliminate time on editing company policy and the like.
- Avail expert advice: Dealing with the nuances of payroll processing can get complicated pretty quick. Although a good payroll and HR software would have a user-friendly interface, most such softwares come with a robust support team that’s not only there with you for implementation and weekday support but also for intimating you with regulations that keep changing on a frequent basis. You could also avail the service of these payroll experts for understanding best practices and making important business decisions.
- Improve employee retention: Modern Payroll and HR solutions come with tools for employee benefits ranging from retirement benefits to health, vision, and dental insurance. This not only leads to employee retention but also helps you save money and stay compliant.
- Transparency: Makers of payroll and HR software know that they have many stakeholders. So, while HR managers have access to employee records, employees can access a portal that lets them see their own time & attendance, request time off, avail benefits, and stay up-to-date with any changes. This kind of transparency builds trust, saves time, and helps employees improve their performance.
- Stay Compliant: With the amount of research that risk mitigation requires, figuring out compliance measures by yourself can derail you from focusing on your core tasks. Payroll and HR software companies take compliance very seriously because they know that in today’s world of ever-changing regulations, no company wants the stress of lawsuits or fines looming over their heads. From unlimited access to expert HR advisors to law alerts and compliance resources, a good payroll and HR software would help you stay compliant and up-to-date with regulatory changes.
- Identify trends and patterns: Modern HR technology is equipped with analytics tools that give businesses a holistic overview of their company. From getting an insight into your diversity patterns to seeing your attrition trends in a visually digestible form, you can make use of a payroll and HR software’s analytics tool to formulate new strategies and bring change.
Some pitfalls to avoid while buying a new payroll and HR software
- Inability to integrate with other softwares: Most payroll and HR technologies pride themselves upon their ability to integrate with a plethora of third-party softwares. While the HRIS you’re interested in buying might have the ability to integrate with popular applications, it may not integrate with the system that your company uses regularly.
If you fall prey to this common pitfall, you’ll be spending your days manually entering data from one software to another, causing an unnecessary roadblock for your core HR responsibilities. - No employee self-service: One of the biggest advantages of modern HR solutions is that they come with the employee self-service option, which basically means that your employees can access, edit, and update some of their information on their own – a task that was previously reserved for the HR team.
If the payroll and HR software you’re interested in doesn’t provide this feature, you’ll have to take into consideration the amount of time and labor HR will be spending on these types of tasks. - Inadequate data security: A payroll and HR software by its nature stores a lot of sensitive information including but not limited to your employees’ names, email IDs, phone numbers, and bank account details. You’d not only want to know how the data you’re providing is being used but also how safe it is in the hands of a company you’re ready to put your trust in.
- Moving forward without getting an internal buy-in: You have to keep in mind that it’s not only the human resources department that’s going to use the HR software you’re eyeing, but also your employees. Moreover, different departments have different workflows and needs.
You wouldn’t want to end up in a situation where you bring a new technology on board, only to later hear a complaint about the lack of a desired integration or a feature imperative to a particular team’s work. - A dearth of references from existing clients: HR tech makers flaunt testimonials and client reviews like gold medals. If you don’t find one on their website, it’s definitely ok to ask for references. You can contact their customers to get feedback, or even check among your existing contacts if anyone happens to be using the tool.
Although you can give the benefit of the doubt to some companies, especially when their product is newly launched, it’s in your best interest to get references from multiple clients so you have a fairer picture of the product. - Bad user interface: Information overload affects everyone differently. Payroll and HR solutions that are not intuitive and easy to navigate will frustrate your employees, disrupt their productivity, and unnecessarily increase your HR team’s workload. Make sure you pay as much attention to a vendor’s user interface as much as its cost and features.
Of course, this can be very subjective, so be sure that a good sample of the other team mates that will be using the tool also get a say on how they find the UX / UI of the product. - Getting lured by fancy features: With the kind of interesting extra features modern HR systems come with, it’s easy to lose track of your priorities. Before contacting vendors, spend some time listing down all your essential requirements and features that you absolutely can’t do without. While it’s always nice to have additional features, make sure you’re not compromising on your must-haves.
ROI Of The Right Payroll And HR Software
You may find yourself wondering if a payroll and HR software product is worth buying, and rightly so.
These tools are certainly not free and the cost only escalates as the organization scales up. In the early stages of a company, tasks like time tracking and running payroll can be managed with the help of spreadsheets, although you have to consider that the opportunity cost is your precious time and sometimes even your peace of mind.
But when your organization grows, it’s clear as day that you’re better off outsourcing menial payroll and HR tasks to a software tool.
Consider this simple stat: The average salary of a payroll administrator in the U.S. is $50,000 per year. The average annual salary of an HR administrator is approximately the same as a payroll administrator. If you compare the amount of money you’ll spend on payroll and HR software vs. what it costs to hire a couple of administrators for such jobs, you’ll see that it’s completely worth buying a good payroll and HR software.
Besides, unquantifiable features such as accuracy, elimination of duplicate entries, or compliance risks, however easy to overlook, can make a substantial difference at the end of the day.
Payroll and HR Software Pricing
For most payroll and HR software, the pricing model is such that there is a monthly base fee plus a per employee per month fee. The latter fee is usually around a quarter of the base amount. Most HRMS vendors also provide differently priced packages that you can choose from, however. This depends on the features that you require and your organization’s size. Many vendors don’t disclose pricing upfront and require you to quote a custom price.
Pricing contracts are renewable monthly or annually, with the latter being a cost-effective choice usually. Some vendors also ask for additional charges on top of the pricing plan you choose for various purposes such as for filing W-9s and 1099s, set up, customer support, or consulting.
Make sure you’re aware of these hidden costs before you seal the deal with a vendor. That said, below is a chart of price ranges to keep in mind before you start looking for payroll and HR vendors. Do note that it’s only an average estimate and prices may vastly vary between vendors.
Key Payroll and HR Software Features
After spending countless hours in the HRMS vendor universe, we’ve found that the highest-rated payroll and HR solutions are laden with features that surpass the basic requirements of HR teams.
While some vendors go over and beyond in terms of the add-ons they provide, below is a list of features that you must look for while selecting a payroll and HR solution.
- Automated, unlimited payroll runs: It’s always good to go with a software that aims to eliminate repetitive work. You’d want to choose an HRMS that not only lets you schedule when to pay different employees but also lets you run payroll as often as you’d like, as opposed to solutions that only allow you to run payroll a limited number of times in a month.
- Tax filing and payments: Managing taxes on your own can add unnecessary risk and burden on your shoulders. Top-tier HRMS vendors withhold all your taxes each pay run and file all the necessary annual and quarterly forms on your behalf.
- Multiple pay rates: Vendors are aware that a lot of companies have employees who perform multiple tasks, for which they’re remunerated differently. This adds another level of complexity to payroll processing. It’s in your best interest to go with a vendor who provides such a feature, otherwise, you’ll be wasting your time matching different pay rates to the different number of hours worked; a task that’s best left for automation.
- Employee self-service: A feature that lets employees access their own information not only fosters a culture of transparency and trust but also frees up the HR department’s bandwidth to focus on more high-level, people-centric tasks.
- Benefits administration: Vendors who have a benefits administration platform can rid you of the hassles that come with the open enrollment process in addition to enhancing your employee experience. The biggest advantage of going with a vendor that comes with a benefits tool however is that the benefit deductions automatically flow into payroll for processing, saving you potential hours of manual work.
- Attendance & time tracking: You’d want to choose an HRMS that has an attendance tool that’s fully integrated with the payroll. This would eliminate duplicate data entry and improve the overall accuracy of the payroll system.
- Automated onboarding flows: The process of onboarding usually comes with a lot of paperwork, especially if it’s done manually. Automated onboarding flows let employees onboard themselves with features that allow them to enter their own details, e-sign documents, and self-check all the tasks.
- Employee database: An HRIS with an employee database lets you view all your employee records and information in one single place, making it easy to find any employee’s performance history, salary, position, training records, and more.
Questions To Ask On Demos
Most HR tech vendors either provide a live demo or a recorded one to their potential customers. Think of this as a simulation of what it’s going to be like after you get this product onboard. Lest you get carried away by the number of features or a beautiful user interface, it’s imperative that you prepare a list of questions beforehand that will address your core HR needs.
Although not exhaustive, below are such questions that we think HR professionals should definitely ask to get the most out of a demo:
- How does this HR software integrate with other systems that we already use?
- How do you go about transferring data from our current system to your solution?
- Do you provide training after implementing this software in our organization?
- Can you tailor your software for our specific needs?
- How long does it typically take to resolve any issues we may face?
- What are your security measures like? How do you protect our sensitive data?
- Can you give a product walkthrough from the point of view of different kinds of users?
- Will your solution help me manage contractors and other people who are not full-time employees?
- How will our pricing change as we scale?
- Is your solution cloud-based and mobile-friendly?
- Do you have a team that would help me stay up-to-date with regulatory changes that are relevant to my organization?
- Do you handle international payroll?
- How do you go about handling benefits for employees in different states or remote workers in different countries?
- Is there an in-built tool that helps the HR team communicate with employees?
- What kind of HR processes will be automated?
- What are your key features? What differentiates this solution from its competitors?
Payroll And HR Software Implementation
Depending on whether you’re buying payroll and HR software for the first time or switching to a new one, your implementation process would slightly differ.
There are also variables such as your organization size, training requirements, and the vendor you choose that would dictate your timeline and process. Thus, implementation of a new payroll and HR software could take as little as a day to a couple of weeks.
Most vendors start with an installation, which is followed by data migration (if you’re switching from another vendor), configuration, testing, employee training, and finally officially bringing the software onboard. Later, the vendor may follow up for feedback.
In most cases, the implementation team would ask you for the following information:
- Basic company information such as your EIN (employee identification number)
- Basic employee information such as their name, SSN, address, compensation, etc.
- Payroll and information about already paid taxes, if you’re switching vendors mid-year
Do note that although this is the typical process, it’s best to ask the vendor you’re interested in about their implementation process and timeline before proceeding with them.
Payroll and HR Software FAQs
What is payroll software?
In 2022, when someone says payroll software they typically mean a SaaS solution that manages, records, organizes, and automates a company’s payments to its employees. That being said, payroll software could be cloud-based or on-premise.
What is HR software?
HR software is a suite of tools that helps a company’s human resources department carry out everyday HR tasks in an efficient manner.
What is an all-in-one HRMS software?
An all-in-one HRMS software enables a company’s HR department to carry out a wide range of core HR tasks such as payroll processing, onboarding, recruiting, benefits administration, applicant tracking, and more from one centralized location.
Do companies provide both payroll and HR software together?
Yes, many vendors in the HR space provide a combined solution that takes care of payroll and core HR needs.
What does HRIS stand for?
HRIS stands for Human Resource Information System.
What does HCM stand for?
HCM stands for Human Capital Management.
What does HRMS stand for?
HRMS stands for Human Resource Management System.
What’s the difference between HRIS, HCM, and HRMS?
These terms are often used interchangeably because on the surface, there isn’t a huge difference between HRIS, HCM, and HRMS. The definition varies from vendor to vendor and even among HR professionals. While all three are all people management tools, the differences lie in their features and use cases. An HRIS takes care of your core HR needs and is limited in that sense. An HRMS has the same use case as an HRIS but goes beyond the core HR needs in terms of features, especially if it adds performance management and payroll. Strategic planning is the epicenter of an HCM while having most of the HRMS features all the same.
What are the benefits of using HR and payroll software?
There are many benefits of using an HR and payroll software, some of which are:
- Helps you save time by automating repetitive tasks
- Improves the overall employee experience
- Increases compliance
- Better organization and everything in one place
- Analytics, reporting, and key business insights
- Workforce management
What is the best payroll and HR software?
While we’ve spent a lot of time researching and coming up with this list of best payroll and HR softwares, what is best for one company might not be for some other. Hopefully, our comprehensive yet brief vendor reviews help you shortlist what would be the best payroll and HR software for your particular case.
Last advice
To wrap things up, we hope that the information on this page helped you get an overview of the best payroll and HR vendors, their features, pricing, and how to go about implementing them.
Partnering with a top payroll and HR vendor will help you save a lot of time and money, but what would truly elevate your experience is partnering with a vendor that specifically caters to your company’s needs.
Our advice to you is that instead of looking for a one-size-fits-all solution, you should narrow down your specific HR requirements and base all your demos around that. Dive right into demos with 2-3 vendors and ask them to show specific functionality. If a vendor checks the majority of your boxes, you can then evaluate them on other factors like ease of use and overall user experience.
Lastly, if you're an internationally distributed team, consider coupling this guide with our roundup of the best global payroll software.
About Us
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- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.