Best HR and Payroll Software Systems in 2026
This guide reviews top cloud-based HR and payroll software, including pros, cons, pricing, ROI, implementation tips, and more.
Whether it's small businesses or large corporations, one thing that's a must for every company is ensuring employees are paid accurately and on time. Good payroll software takes care of this. But what's even better is that some can even handle several HR tasks, from onboarding to time tracking, benefits, and workforce planning.
We put together this guide in 2022 and have been updating it ever since to help HR leaders find the best HR and payroll software for their needs. If you need help narrowing down your options to 2-3 of the best choices, simply request personalized help from our HR experts here (it's free).
To bring you the best HR and payroll systems, we conducted extensive research and leveraged our expertise in the industry. We've been following and demoing numerous software solutions over the years. Combined 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 used to evaluate these tools are workflow automation, payroll processing, and core HR features.
- 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 software 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 HRMS 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.
- 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.
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.
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Deel
With its ability to process payroll in over 100 countries, Deel positions itself as an all-in-one system for managing global workforces. What’s more, their HRIS is quite affordable, starting at $5 per employee per month.
PROS
- Global payroll supporting 100+ countries, 200+ currencies and 15 payment methods.
- Deel Card allows contractors to receive payments in USD and use funds directly.
- 200+ legal and tax experts ensure compliance with local labor laws and tax regulations.
- Automated payroll and invoicing significantly reduce manual effort.
- Integrates with 100+ HR solutions.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- HR tool can be quite basic for some.
- Lacks built-in time tracking features.
- Invoice generation only available in English.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
One of Deel’s most impressive capabilities is its ability to run payroll in over 100 countries with just a few clicks. The platform supports payments in over 200 currencies, and with 15 different payment methods, including bank transfers, Wise, PayPal, Payoneer, and even cryptocurrency, it felt like Deel had thought of every possible way to pay employees and contractors.
As a team with global contractors, the Deel Card was a particularly useful feature. It allowed our contractors to receive payments in USD and use the funds directly for purchases, eliminating the hassle of currency conversions.
What also gave us peace of mind was Deel’s in-house compliance expertise. The payroll platform has an in-house team of over 200 legal and tax experts who ensure companies meet local labor laws and tax regulations. Plus, payroll can be fully automated: Once contracts were set up, payroll and invoices ran themselves, which significantly reduced the manual workload.
For companies already using Deel for payroll, the fact that this vendor provides a native HR module at a fair price makes it a compelling choice for managing a global workforce. The platform provides a single system of record with basic HR tools like employee profiles, performance management (1:1s and pulse surveys), and integrations with over 100 HR software solutions. So if you’re a smaller business or startup that needs a lightweight, cost-effective HR solution, this is a solid option.
But that also means Deel’s HR suite lacks the depth of more established HRIS systems like BambooHR or Bob, particularly in areas like workforce analytics and benefits administration. Companies needing a more full-fledged HR solution may find Deel’s HRIS too limited and might need to supplement it with additional software.
Pricing is another area where Deel may not be the best fit for every company. While Deel U.S. Payroll starts at $19 per employee per month, global contractor management costs $49 per month, and its EOR service is priced at $499 per employee per month, which is quite higher than some other employers of record services. Additionally, the platform lacks built-in time tracking, which could be an issue for businesses needing to monitor working hours.
35,000+ organizations, including Andela, Makerpad, and Brex.
Deel's global payroll and HRIS starts at $19 and $5 monthly, respectively.
Best For
Companies with a remote-first workforce are well-suited for Deel HR and payroll offerings.
From an HR perspective, it's like moving from chaos to calm.
- Empowerment: The platform feels like a strategic partner, allowing us to focus on what truly matters in HR.
- Single Source of Data: Deel serves as a central hub for employee data—eliminating the need to open multiple sheets to gather information such as periods, employee records, and performance. It’s professional, organized, and aligned with leadership needs.
- Confidence: Deel provides a sense of relief and assurance. As an HR professional, I don’t need to worry about international labor laws, especially during onboarding processes.
- Deel supports faster growth by minimizing legal risk and enabling lean, efficient HR operations.
- For C-level leaders, it’s a strategic solution that supports the achievement of company goals.
- It reduces waiting time for global expansion efforts.
- Its easy access to data helps predict trends, analyze scenarios, and support timely decision-making.
Our organization was struggling with complex HR processes such as recruitment, onboarding, and paying international contractor employees while ensuring compliance with each country’s labor laws.
After implementing Deel, a key improvement has been the consolidation of our entire international workforce management into one tool.
This is a fully automated platform, which eliminates the need for manual administrative tasks.
With the full interface in place, the platform ensures compliance with labor laws in every region. Deel allows our HR teams to focus on strategic work instead of administrative activities.
- Report customization is limited. While the data exists, additional work is needed—such as pivoting—to extract certain valuable insights.
- It currently works only on PC and lacks a mobile-friendly version, unlike other apps.
- It can be expensive for smaller startups.
- Deel’s support channels are primarily AI bots, which can delay urgent responses when quick answers are needed.
- Deel offers greater flexibility in currencies and allows contractors to choose their payment methods.
- It has better infrastructure and operates in over 100 countries.
- It provides a unified dashboard for managing and viewing data.
For HR teams, focus on integration, compliance, and risk mitigation. For the IT team, consider pricing, especially if it comes from the IT budget, and whether the platform offers strong global support.
Deel has evolved from a payroll solution to an all-in-one infrastructure. It now includes robust IT equipment and can scale into an HRIS for both global and domestic teams. Recently, it has introduced AI support to assist with in-process tasks.
Deel is well-suited for tech startups and software development companies, especially those with more than 50 employees.
Deel may not be ideal for domestic small businesses with limited budgets.
ADP
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
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Technology options outside ADP’s dedicated HR tools are limited.
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.
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.
Paylocity
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 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, which 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 40k 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.
Paylocity’s primary purpose for us was processing payroll for multiple-state locations biweekly. We also used the system to onboard new employees once or twice a month.
Additionally, Paylocity helped us register new states whenever necessary. I used Paylocity daily to review employee information and update data. Every two weeks, I ran reports in Paylocity for accounting purposes.
The onboarding team was excellent and provided the support we needed to ensure a smooth transition. Paylocity simplified state registrations, saving the HR team a significant amount of time. Payroll accuracy was consistent, and we could rely on payroll being processed correctly and on time.
Paylocity was chosen because we needed a multi-state payroll provider, and it had the best reviews for accuracy in processing Pennsylvania payroll. We also required a provider to handle state registrations, and Paylocity offered this service.
Accuracy for Pennsylvania payroll was critical due to the extensive attention to detail and knowledge of complex local laws it requires. My first organization used Paylocity for two years, and my last organization used it for one year. Personally, I have used it for a total of three years.
Some of the most recent changes made the platform harder to use than it was before. The HRIS side of Paylocity was less user-friendly than I would have liked. Many self-service solutions were provided, and customer support could have been more helpful.
I have used other systems, and payroll accuracy was the key difference between Paylocity and tools like Zenefits. I would recommend Paylocity over any other system I have used.
When buying a payroll tool, it’s essential to consider the states or countries you need payroll services for and the provider’s accuracy in complying with state, local, or international payroll laws. It’s also important to evaluate the cost per employee or pay run and any additional charges, such as fees for same-day pay runs.
I believe some of Paylocity’s recent changes are holding users back. Reporting is not as straightforward as it used to be, making it confusing to locate reports or other information. The user interface could be improved to make it more intuitive.
Paylocity is ideal for multi-state organizations that need to maintain payroll compliance across all states.
Paylocity may not be a good fit for very small organizations operating in only one state.
Workforce
We selected Workforce.com for its comprehensive all-in-one scheduling, time tracking, and payroll capabilities, particularly in shift-oriented industries. Although its modularity can be more flexible, the platform offers solid features for HR operations and payroll continuity.
PROS
- Full-service, in-house payroll engine with tax filing and wage garnishment support.
- Centralized employee profiles housing HR data, documents, and compliance logs.
- Automated time-to-payroll workflows reduce manual intervention.
- Onboarding and offboarding steps are trackable, with document bundling and digital forms.
- Employee self-service tools (mobile and web) for leave requests, profile updates, and shift management.
- Full-service, in-house payroll engine with tax filing and wage garnishment support.
- Centralized employee profiles housing HR data, documents, and compliance logs.
- Automated time-to-payroll workflows reduce manual intervention.
- Onboarding and offboarding steps are trackable, with document bundling and digital forms.
- Employee self-service tools (mobile and web) for leave requests, profile updates, and shift management.
CONS
- No standalone access to payroll or HR modules.
- No free trial or sandbox access to test payroll workflows without speaking to a Workforce.com representative.
- Recruitment components are basic compared to specialized ATS systems.
- Their payroll system lacks international tax/localization support.
- No standalone access to payroll or HR modules.
- No free trial or sandbox access to test payroll workflows without speaking to a Workforce.com representative.
- Recruitment components are basic compared to specialized ATS systems.
- Their payroll system lacks international tax/localization support.
Workforce is an HR and payroll software tool designed for shift-based employers who need to tightly coordinate scheduling, time tracking, payroll, and HR from a single system.
Starting with payroll processing, the platform offers a full-service, internally developed payroll engine. It handles gross-to-net calculations, tax withholdings, garnishments, and direct deposit, all without relying on third-party systems.
During our demo, we were particularly impressed by how time data from clock-ins and schedules flows directly into payroll runs. Admins can run payroll, preview deductions, and post pay runs directly from within the platform. Since the platform is built on a single codebase, the connectivity is also extended to HR recordkeeping, where wage data is housed in the same employee file that tracks qualifications, incidents, and shift history. From an SMB’s perspective, we believe this unified experience saves a significant amount of time and reduces payroll errors.
The only con here is that payroll functionality is currently limited to the U.S. and U.K., meaning international organizations or those expanding abroad may not find the necessary tax infrastructure or localization support.
In terms of workflow automation, Workforce excels in operational contexts. Its AI-driven scheduler automatically builds labor-efficient rosters based on forecasted demand and POS data. Rules can be configured to automatically approve timesheets within specified grace periods, prompt staff with shift-related questions, or restrict scheduling based on certification status.
When it comes to core HR features, Workforce does a respectable job of covering the essentials. It includes digital onboarding with document bundling and task tracking, a built-in applicant tracking system with pipeline views and resume scoring, and a centralized employee profile with audit logs, certifications, and forms. The system also allows for storing warnings and incident reports, providing a full employment history in one location, which definitely makes it easy to keep operational and compliance data in sync.
We do believe, though, that Workforce is not a complete replacement for your existing ATS and onboarding systems, considering their basic features. Moreover, these recruiting tools are included as part of the platform, meaning you need to purchase the entire package to use them.
On a similar note, although the initial price is quite affordable at $5 per employee per month, the inability to sign up for a free trial without speaking to a Workforce.com representative makes the platform less inviting for some cautious SMBs.
Domino’s Pizza, Altitude Trampoline Parks, Louisiana State University, Pinnacle Live, Cedartown Foods, Winnipeg Jets.
Workforce pricing ranges from $5 to $24 per employee per month.
Best For
Workforce’s payroll and HR platform is best for U.S.- and U.K.-based SMBs managing hourly workers.
HiBob
We found HiBob compelling for U.S.- and UK-based SMBs that want payroll tightly embedded within a modern HRIS. While it might not be the best choice for large enterprises or businesses that need payroll coverage beyond the supported regions, for growing teams within its reach, the integrated design really helps minimize operational hassles.
PROS
- U.S. payroll is fully integrated within the HCM platform.
- Supports multiple worker types, pay types, and pay frequencies.
- Automatic federal and state tax filings in all 50 states.
- UK payroll ensures HMRC compliance with automated tax code sync.
- Strong security standards including ISO 27001 and SOC 2 Type 2.
- HR, payroll, benefits, and time data live in one unified system.
- 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
- Payroll currently available only in the U.S. and UK.; organizations with broader global payroll may require additional integrations.
- Custom pricing requires engagement with sales before cost comparison.
- 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.
We liked that HiBob’s payroll does not require a separate interface, and we did not have to batch-sync data from HR records before running a pay cycle. The unified data layer is where this system makes its strongest case. All the employee updates, compensation adjustments, time tracking, and compliance details are kept in one place, which means less hassle with the reconciliation. When we tested the compensation changes and status updates, everything flowed directly into payroll processing without any duplicate entries.
U.S. payroll is powered by an embedded payroll engine while remaining fully integrated within the Bob platform experience. As a payroll administrator, you can customize various worker types, pay types, and pay frequencies, which is quite convenient. One feature that stood out to us is the flexible payroll commitment window; it gives teams a bit of breathing room to review and make any necessary adjustments before finalizing pay runs.
Those who pay close attention to security standards will appreciate what this platform offers. HiBob checks all the boxes for SOC 2, ISO 27001, GDPR, data encryption, access controls, and takes a privacy-first approach to AI. This alignment really puts them on par with established payroll providers in terms of governance and security.
UK payroll follows a similar integrated model. It automatically syncs employee tax codes and student loan details, and also flags compliance risks, such as minimum and living wage thresholds. The tool supports multiple payroll schedules and can also accommodate different worker types, including IR-35 contractors, part-time employees, zero-hour staff, seasonal workers, and those with overtime variations. What’s really impressive, though, is that since the benefits, time, performance, and compensation records are already stored in Bob, any updates are reflected in payroll right away.
That said, HiBob’s payroll is currently only available in the U.S. and the UK, so those with employees in other regions will need to use third-party solutions to handle payroll. And while the platform itself is built for scaling mid-sized organizations, companies with highly complex global payroll footprints may need additional localized payroll solutions alongside Bob.
5,000+ organizations, including Huel, JIMDO, riseUP, and VaynerMedia.
HiBob offers custom pricing based on workforce size and selected modules.
Best For
U.S. and U.K. scaling mid-market companies seeking an integrated payroll and HCM solution without siloed systems.
From an HR perspective, we use the tool daily. As people managers, I would think they use Bob on a weekly basis. Bob is used for all HR processes: onboarding, employee data changes, holiday requests, performance reviews, 1:1 updates, reporting, and surveys. All our policies are distributed through Bob, and the tool allows us to track who has read and approved the policies. Employees also use it as their internal 'Facebook,' sharing fun news.
- Bob is very intuitive to both implement and use.
- Bob integrates easily with other tools (e.g., Teams).
- Bob can be used for multiple sites and countries.
My customer (I'm an HR Manager consultant) was in need of an all-inclusive HRIS. We had a basic system to manage holidays, but all other HR processes were manually managed via Word and Excel templates. As the company grew, this became unmanageable. The key benefit of Bob is that it has multiple modules, allowing you to tailor it to your needs. Bob also offers basic customization, making the tool adaptable to your specific requirements without the need to build an HRIS from scratch. We've been using the tool for over a year now.
- The pricing of some modules is not competitive (e.g., the new ATS module).
- Although it is easy to create reports, you can't combine certain reports. If the data is in multiple areas in Bob, you can't merge it into one report.
- Bob frequently updates. While this can be beneficial, it often requires adaptation.
Bob stays close to market trends and evolves quickly to meet client needs.
Before choosing an HRIS, the HR manager needs to consider the following: What is the current flow of HR processes? How do you want these processes to evolve? What is the budget? What reporting do you need? Is the tool compliant with local regulations (e.g., GDPR)?
There are more options within reporting, improved logic in holiday setup and requests, and more logical flows in performance reviews.
Bob is a good fit for medium to large organizations that are evolving and expanding.
Bob is a bad fit for small organizations, due to the price.
Rippling
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
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.
We use our Rippling account daily. It is our timekeeping tool, which our hourly employees use to clock in and clock out each day, and they generally do not have any issues with this process. Rippling is where we manage PTO and other time-off requests.
We regularly check our recruiting profiles for updates on applicants and to see where we are in the hiring process. Whenever we conduct performance reviews or issue disciplinary write-ups, Rippling is our source for that documentation. We are in the system biweekly for payroll.
- We like the competitive pricing of Rippling compared to other HCMs.
- The representatives at Rippling have always been kind and have made us feel supported in finding solutions when needed.
- Payroll through Rippling is generally a smooth process.
Rippling offered a more affordable and structured payroll solution for our mid-sized company. We needed a more advanced payroll system that could provide access to clean workflows, detailed reporting, and organized recruiting pipelines.
Rippling offers strong automation within payroll, especially when employees use timecards. Their workflows are more intuitive than those I have worked with on other HCMs. The recruiting tools have been easy to use, and we were able to integrate multiple hiring platforms into Rippling Recruiting.
The pain points we have experienced with Rippling include inconsistent customer service and frequent outages—often when we are finalizing payroll, which is a major concern. On that note, Rippling generally communicates well during these outages.
I have used Rippling for three years.
- The time it takes to receive help after submitting a ticket can be frustrating.
- Rippling’s AI chat feature is not helpful.
- There have been instances where we received two separate answers to the same question, including questions about payroll compliance, which should not occur.
- Some of the features need improvement and feel underdeveloped, such as the time-off calendar, which needs more customization options.
Rippling feels more advanced than some other HCMs we have used, such as Paycom, which only communicates via email, unlike Rippling, which offers a real-time chat feature. Rippling has easy-to-use employee profiles that allow for strong customization.
Consider which tools you actually need within an HCM. Evaluate the number of employees you have, as certain systems are better suited for larger companies. Make sure the system you choose can grow with your company, if applicable.
We have noticed an improvement in response time when submitting tickets over the past year. Recently, they updated the menu layout and refreshed the dashboard to make it more user-friendly.
Rippling is great for small to mid-sized companies with multi-state payroll and multiple employee classifications.
Rippling is a tech-forward HCM that is constantly advancing, and companies with basic needs may not benefit from the advanced technology and AI automations, which could leave them frustrated, confused, and overpaying.
Gusto
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
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.
Gusto powers payroll and HR for over 400,000 businesses across the U.S.
Gusto’s HR and payroll software bundles several key workflows into a single platform. Pricing starts at:
- Simple: $49 per month, plus $6 per employee. Add-ons such as HR Resources ($50 + $5 PEPM) and Priority Support ($30 + $3 PEPM) are available.
- Plus: $80 per month, plus $12 per employee. HR Resources ($50 + $5 PEPM) and Priority Support ($30 + $3 PEPM) can also be purchased separately.
- Premium: $180 per month, plus $22 per employee.
- Contractor Only: $35 per month.
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.
Day-to-day I used Gusto to manage payroll, benefits, and tax forms.
Gusto's automated payroll is solid and I never had an issue with the main payroll functions, although we had a few issues due to confusing UI with the custom earnings and dismissal payroll workflows.
Gusto's quarterly tax filings and reminders about compliance checks/updates were incredibly useful to us. The Docs section and reporting features turned out to be a helpful resource for all kinds of administrative tasks. Around 2021 I started receiving notices that some of our state tax forms weren't being filed on time. Although Gusto did resolve them eventually without penalty, it was concerning that they didn't keep us in the loop.
Gusto's benefits department is its weakest link. I never participated in the initial setup, but I managed 4 or 5 open enrollments through Gusto, and each was an unmitigated disaster. During two separate years, I sent 4+ requests to discuss new providers and never received a response. Not a peep. I have also had to clean up multiple enrollments and COBRA errors.
I speak to Gusto's support team a few times a month. Their support used to be outstanding, but recently they seem to have shifted to a script model, and the agents' competence is hit or miss. There is often an unrealistically long response time when issues are escalated to a specialist, and it is frustrating to wait days or weeks for an answer only to receive an unhelpful form response. Since Gusto handles so many regulated processes, agents are quick to default to a "we cannot advise" answer, and they often provided bad information that caused more problems than they solved. To be fair, I have also worked with agents that helped me pull off miracles, but I wish the quality were as consistent as it used to be a few years ago.
The UI is clean, intuitive, and (mostly) easy to use. I very seldom had issues with automated processes. They make onboarding new employees incredibly simple. I also really like the friendly tone of the brand's "voice." The marching pig on the loading screen that changes with the seasons never gets old; it still sparks joy each time, even after all these years!
I have used Gusto since 2018 in 3 different early-stage tech startups. Gusto has a reputation as the go-to in Silicon Valley incubators and accelerators, although I've seen Rippling gradually gaining market share in the past few years. In all 3 cases, we selected Gusto because of their breadth of services. Gusto makes it easy to set up everything our organization needed to begin hiring and paying employees. What's nice about Gusto is that it makes processes that are intimidating to many founders into a "set it and forget it" task. Automating payroll, benefits, filing government forms, and quarterly taxes helped free up time for our founding team to focus on a growing set of other responsibilities.
Gusto's benefits department is unresponsive and it's nearly impossible to get answers from support about even simple benefits questions.
I have seen quite a few concerning errors across the platform (mostly with benefits), including employees not being enrolled in benefits programs, dismissed employees not being removed from benefits programs, incomplete COBRA enrollment, and late tax filings.
The information from Support is unreliable and often inaccurate.
The dismissal payroll workflow is misleading and we've had a few serious problems as a result.
When a Gusto admin is dismissed, their admin privileges are not removed automatically, which is a serious privacy concern.
I wish Gusto made it easier to set up a business entity in new states. They partner with a company called CorpNet, but I found the level of service wasn't worth the price and went back to handling state registration myself.
I love Gusto's friendly casual-but-professional tone compared to other providers in the space.
Gusto is best for small teams, the smaller the better. It is a great option for founders and single-person People teams who have less time to dedicate to payroll, benefits, and compliance. It makes many benefits available and affordable for small groups that would not have the numbers to access plans through traditional providers.
Gusto becomes less useful as a team grows and compensation & benefits become more complex. I would definitely recommend Gusto to founders, but I recommend moving off of their benefits platform as soon as you have a full-time person to manage benefits administration. Its payroll functionality is solid, but payroll administrators should be aware that they will get limited guidance from the Gusto support team.
Gusto's functionality has grown over the time I've used the platform as they've added additional features and integrations. However, the accuracy and quality of support have suffered over time. I used to be a Gusto evangelist, but these days I recommend that growing companies move off of Gusto as soon as is practical. New features have become less useful over time, and I wish they would focus on maintaining the quality of their core product rather than trying to expand into new services.
Company founders or admins inexperienced in payroll and benefits. Very small teams with a single person managing payroll and benefits administration among many other HR responsibilities.
Larger organizations with 50+ employees. HR teams with specialists in each area. Companies with complex and highly-regulated compensation structures.
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Netchex
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.
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.
Since we first became familiar with the tool, Netchex has evolved significantly. As said before, they recently introduced features such as AskHR for automatic employee support, NetChex AI for smart data analysis, and Community to enhance employee engagement and recognition.
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
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.
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
UKG is used for all HRIS functions such as onboarding/offboarding, PTO requests, employee reviews, and processing company payroll. I use the system daily as part of my HR function. Whether uploading employee documents or tracking employee reviews, it is the core of our documentation and payroll needs. We also use it for other various needs, such as open enrollment management and carrier feeds to various vendors. It is also easy to use and learn.
Pro one: The system is easy to use and learn. Pro two: It can grow with your organization and accommodate a range of different employer sizes. Pro three: It has mobile functionality, allowing employees and administrators to access leave requests or review documents via a mobile app.
The organization already had PlanSource, which was owned by UKG. We expanded the use of the product since it already housed our HRIS and payroll information. It is fairly inexpensive with many add-on options, making it a good option for growth, which the company was experiencing. At that time, we had approximately 300 employees with plans to grow to 500.
Con one: UKG is fairly basic compared to other products I've used (ADP, Paychex, Workday). There are no big bells and whistles, but it gets the job done. Con two: You will have to pay a significant amount for full functionalities of the products if needed. I don't have cons other than these.
UKG offers a wide range of products, making it a good option for growing employers that don't have a lot of needs initially but will as they grow. Their backend helpdesk is also helpful because you can contact a person on many issues versus submitting a request/ticket for assistance and waiting for a response.
Consider your initial needs and your growth potential. If you have fewer than 100 employees, you can find other services that are more economical. If you plan to grow to a few hundred employees and beyond, this is a good long-term investment.
They are continually expanding their options. As previously mentioned, they have nice app capabilities. They also, like any other HRIS service, are continually adding or enhancing their offerings, such as benefits services, carrier feed setups, and reporting options.
UKG is a good fit for any private sector employer with 100 or more employees. I would not recommend it to employers smaller than this unless they will grow quickly beyond this number.
Employers with a lot of specialized needs, such as government contractors or those with special tracking needs, may find this software not as compatible as others on the market.
Namely
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.
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
We use Namely to manage daily core HR functions. It is used for benefits administration, processing payroll, and maintaining up-to-date employee records. Namely also helps with managing performance reviews and tracking PTO requests.
The platform allows us to improve communication across the team and maintain compliance with regulations. Its interface makes it easy to stay organized and efficiently manage tasks.
Namely has a clean, easy-to-navigate platform that is user-friendly. It is accessible for both employees and HR professionals. The tool includes compliance features like reporting and ACA tracking to help meet regulatory requirements. It integrates with third-party apps, including accounting software, which ensures smooth operations across business areas.
At my previous company, we used Namely primarily to streamline our HR processes, including payroll, benefits administration, and employee data management. Our previous system was mostly paper-based and very inefficient. We needed a centralized solution that could handle our growing business.
Namely has a user-friendly interface that has improved onboarding, HR management, and overall communication. We’ve been using it for almost two years, and it has significantly improved compliance and efficiency.
Although Namely is user-friendly, some features—such as advanced reporting and customization—have a steeper learning curve. The cost can be high compared to other HR software, especially for smaller businesses. The mobile app lacks some functionalities of the desktop version, which can hinder accessibility for HR management on the go.
Namely offers a user-friendly, all-in-one HR platform for mid-sized companies. It combines payroll, talent management, employee benefits, and compliance into one solution.
Compared to competitors like Workday and ADP, Namely is more customizable and simpler. Many users appreciate its strong customer support. While other platforms may offer more advanced features, Namely focuses on simplicity and ease of use.
Consider ease of use, integration capabilities, and scalability. An intuitive interface is important for daily operations and efficient onboarding. Scalability ensures the tool can grow with your company and adapt to changing needs. Integration with systems like performance management and payroll is important for smooth data flow. Pricing and customer support should also be considered to ensure long-term value.
Namely has continued to improve its platform to better serve mid-sized companies. It has expanded to include enhanced benefits, payroll, and compliance tools. Customization options have been improved, allowing businesses to tailor the platform to their specific needs. User experience enhancements have made the software more efficient and intuitive. Namely has also focused on strengthening customer support to assist users as the platform grows.
Namely is well-suited for most mid-sized businesses, HR managers, recruiters, business owners/CEOs, payroll managers, and benefits coordinators.
Namely may not be ideal for smaller businesses, organizations with minimal HR needs, highly specialized industries, or companies with limited budgets.
APS
Throughout our test, APS impressed us with a reliable, unified approach to managing the entire employee lifecycle. From the moment we began using the platform, it became clear that it’s designed with a strong emphasis on customer support and personalization—qualities that make it stand out in a crowded marketplace.
PROS
- Personalized customer service with a dedicated account team for hands-on support.
- Payroll management covers all 50 U.S. states, with specialized knowledge of state-level compliance.
- Automated benefits administration with integration to hundreds of benefits carriers.
- ACA compliance tools simplify employee tracking and IRS reporting.
- User-friendly self-service portal for both employees and managers.
- Well-suited for service-based industries like healthcare, hospitality, and non-profits.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- No free trial and lack of transparent pricing.
- Payroll services must be purchased to access other products (e.g., HR, workforce planning.)
- Exclusively designed for the U.S. market, with no international payroll capabilities.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS offers a comprehensive and unified solution for managing payroll, HR, benefits, and workforce planning.
One of the standout aspects of APS is the dedicated account team assigned to each client. Compared to solutions like Paycor whose support often requires self-service or involves some delay, APS was consistently responsive, with most issues resolved within the same day during our tech test.
Comparable to other major payroll solutions, APS’s payroll tool provides coverage of all 50 U.S. states. Yet, what truly sets APS apart is its specialized focus on service-based industries like healthcare, hospitality, and non-profits. We got in touch with some users from these industries, and heard lots of good words about the expertise of APS’s payroll specialists, describing them as “responsive” and noting that they “clearly understood the complexities of state-level payroll requirements.”
Benefits administration became one of our favorite features during testing. The platform automates everything—from eligibility tracking to benefits enrollment—and makes all of this easily accessible through an employee self-service portal.
ACA compliance is a critical feature of workforce management technologies, and we’re glad APS’s is implemented thoughtfully. The platform includes tools that automatically track eligible employees, pre-populate forms, and even file reports directly to the IRS.
And the self-service portal didn’t disappoint, either. It allowed us to delegate tasks while maintaining accountability across teams. In manager roles, we could easily track action items, approve time-off requests, and see who was on vacation, while accessing the platform as employees gave us full control over our pay stubs, available PTO, and benefits.
Unfortunately, pricing transparency is quite a concern, as APS does not disclose its pricing, and there is no free trial available. We also found that you cannot purchase APS's HR and workforce planning modules unless you have already purchased the payroll solution, which limits flexibility and may be a barrier for businesses looking for only specific HR functionalities.
Another limitation is that APS is designed exclusively for the U.S. market, unlike platforms like Rippling and Zenefits, which offer both domestic and international capabilities.
3,500+ companies, including Wahlburgers, Rainbow Sandals, Grayson College, and Hillside Christian Church.
APS's payroll software has a minimum monthly billing of $250, while the pricing for APS's HR and workforce planning tools is undisclosed.
Best For
U.S.-based service industries seeking a comprehensive HR and payroll solution with designated support.
WorkDay
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.
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
There are many reasons we'd use Workday, but some key work streams include: running payroll end to end, running the hire-to-retire process end to end, pulling important reports, and analyzing internal demographic data, etc. We use Workday multiple times per day, and we're currently still configuring some key features that we did not launch on 1/1/23, so we're still spending a lot of time on the tool.
Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.
Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.
Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.
A lot more powerful, and a lot more scalable, but way less intuitive to use.
Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.
Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.
Mid-size to Large companies.
Small companies, or companies where the HR or finance teams are very small.
BambooHR
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.
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
With my clients, I use BambooHR as a recommended solution by conducting demos. For my business, I use it to process payments, track time off to monitor cash flow, and make payments to consultants I 1099.
I log in regularly to manage these workflows and ensure everything is running smoothly. The system helps me stay organized and reduces the time I spend managing separate systems. It’s a central hub for several key HR tasks.
- I like the design and the flexibility of month-to-month contracts, so you're not locked into a long-term agreement like with some other HRIS systems.
- It covers the core needs I consult on, such as performance management integration, and it's customizable to fit how I run my business.
- I can set up my own benefits enrollment periods and define the performance year for my company.
- The payroll interface allows me to easily view cash flow and payments for contract work.
As an HR consultant, I’ve had experience using several HRIS platforms. One recurring problem was that systems didn’t communicate with each other, which was frustrating; I had to pull information from various sources to get a comprehensive view for analysis.
As a business owner, BambooHR provides me with a one-stop shop to manage payroll, performance management, and benefits administration under one API.
I’ve been using BambooHR for about five months as an admin/user and previously for about seven months while supporting client work.
- So far, I don't have many complaints, but I believe the user permissions (accessibility) still need improvement.
- Transferring performance management appraisals between managers is not intuitive when a transfer occurs mid-cycle.
- A more user-friendly way to manage these transitions would improve the experience.
I’ll keep the other system nameless, but I was using one that felt clunky and lacked the interface BambooHR offers. I haven’t used every tool available, but I’m convinced that BambooHR is one of the better HRIS systems for small businesses. Its user experience and features stand out compared to others I’ve tried.
The key for me and the businesses I support is finding a customizable solution that can scale and has integration features. What sold me was the ability to integrate QuickBooks Online with BambooHR, making payment tracking much easier.
For my clients, moving from Excel-based performance management to having an API-integrated dashboard improves the overall user experience.
I’ve only been using the tool for less than a year, so I don’t have a long-term perspective on its evolution.
BambooHR offers flat rates once you reach a certain threshold, and in my opinion, it's not overly expensive. It works well for small businesses, likely up to around 100 employees. The Core tier has data storage limitations, but more storage may be available in the Pro or Elite versions.
Large, more complex organizations with international operations may not find BambooHR suitable. It currently has some limitations when working with international companies.
OnPay
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
- 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
- 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.
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
Our company uses OnPay primarily for new-hire self-serve onboarding. OnPay automatically sends W-4 and I-9 forms to new hires, eliminating a significant administrative burden.
We also use OnPay to run payroll, manage self-serve PTO requests, and maintain electronic employee files. It’s easy to navigate, update, and make changes to employee information, and documents are conveniently accessible in one place.
Employees can easily download their W-2s, and OnPay even provides lifetime access for former employees to retrieve their W-2s and pay stubs after employment ends, which is a major advantage.
The system also makes it simple to prepare various payroll and company documents needed for quarterly and year-end reporting.
Overall, it’s a reliable and user-friendly platform that helps streamline our onboarding and payroll processes.
Our company values OnPay’s affordability and the excellent customer service that comes with it. We appreciate how easy it is to run payroll and generate reports, and we find the self-serve onboarding feature highly convenient.
The interface is clean and intuitive, making it easy to locate, upload, and manage employee documents and files. OnPay simplifies our HR and payroll processes.
The company was looking for affordable payroll and HR management capabilities. OnPay provides exactly what the team needed: payroll, HR functionality, self-serve new employee onboarding, and excellent customer support.
We like that the interface is clean and easy to navigate. Payroll is simple to run every time—after completing three to five tasks, payroll is done. You enter employees’ hours, click “Pay Run,” review everything, and hit “Run.” The process is straightforward and intuitive.
The wait time for customer support can be lengthy at times. OnPay is currently updating its HR functionality—specifically in areas like performance management and PTO requests—which will come at an additional cost.
One downside is that setting up and inputting fields for the new hire application process can be somewhat cumbersome and time-consuming. It takes extra effort to configure everything before an application can be submitted.
OnPay compares very favorably to its competitors. The customer service is excellent—especially compared to some of the larger HRIS providers.
OnPay’s HR resource hub, Mineral, is one of the best I’ve seen in the industry. It offers a strong HR library, a robust employee handbook builder, and timely labor and employment law updates.
Companies should consider affordability and subscribe only to the tools that help their teams work efficiently. Avoid paying for features that aren’t necessary.
Customer service is another key factor—not only during onboarding but throughout the entire lifecycle of the product, including offboarding. The HRIS should also be user-friendly and accessible for both the company and its employees.
OnPay has expanded its offerings to include benefits and has enhanced its HR resource hub, Mineral, which is now more user-friendly.
They continue to improve their HR functionality by adding features such as performance management and training. I’m looking forward to seeing the completed HR functionality.
OnPay is a great fit for most organizations. I’ve used it with manufacturing companies, professional office environments, and small mom-and-pop shops, and it has worked well across all of them.
OnPay may not be a good fit for very large teams.
Keka
Keka offers SMBs a single system that handles employee records, compliance, time tracking, and payroll without separate contracts or integrations. Payroll is included in every plan, from the entry-level Foundation tier to the fully loaded Growth tier, making it easy to run salaries, track benefits, and file taxes without switching tools.
PROS
- Federal and state tax filing is included at all tiers.
- Flexible pay schedules with direct deposit support.
- Overtime and leave policy automation to match local labor laws.
- Benefits, loans, and expense tracking in one place.
- Built-in dashboards and reports to monitor payroll trends.
- Accounting integrations for streamlined finance workflows.
- Federal and state tax filing is included at all tiers.
- Flexible pay schedules with direct deposit support.
- Overtime and leave policy automation to match local labor laws.
- Benefits, loans, and expense tracking in one place.
- Built-in dashboards and reports to monitor payroll trends.
- Accounting integrations for streamlined finance workflows.
CONS
- “Free Trial” access is gated behind a sales demo and disclosed only after signup.
- Implementation fees for setup, tax configuration, and data migration.
- Advanced tools (custom reports, asset tracking, engagement surveys) only available in higher tiers.
- Multi-entity payroll and API access require add-on fees.
- Slow load times in the demo raise usability concerns about payroll deadlines.
- “Free Trial” access is gated behind a sales demo and disclosed only after signup.
- Implementation fees for setup, tax configuration, and data migration.
- Advanced tools (custom reports, asset tracking, engagement surveys) only available in higher tiers.
- Multi-entity payroll and API access require add-on fees.
- Slow load times in the demo raise usability concerns about payroll deadlines.
For teams with 20 employees and way up to a few thousand, and are looking for a payroll system that’s compliant, configurable, and tied directly to HR data, Keka delivers the fundamentals well.
In our demo, Keka’s payroll workflow started at the very first step of HR: onboarding. Once an employee’s profile was created with personal details, role, pay structure, and tax info, the data was automatically available in the payroll module. The system pulled in attendance and leave information daily, so approved overtime or time off was reflected in pay runs without manual updates.
Keka supports multiple pay cycles (weekly, biweekly, monthly) and lets you configure rules for overtime pay, shift differentials, or compliance with regional labor laws. We also like that the benefits management is built in, covering health plans, allowances, and reimbursements, along with loan tracking for salary advances or deductions. For those wondering whether expense claims are handled in the same system, they are, and actually can be tied to payroll for quicker reimbursement.
From an HR perspective, Keka centralizes employee data with an interactive profile for each worker, storing contracts and ID proofs, and other documents. In testing, in the manager role, we could easily track lifecycle events from hiring to promotions to exit, and trigger payroll adjustments automatically. The time tracking is also well-built, with a range of supported inputs: biometric devices, GPS or selfie punches, and continuous location tracking for field teams.
We do wish, though, that the vendor were more upfront about their free trial offer. From what we saw on their platform, they advertise a “Free Trial,” but in reality, you can’t actually access the software until you’ve gone through a sales demo. It felt a bit misleading to us.
Another thing we became aware of is that there might be some additional fees you may initially overlook. For example, there are implementation fees for setting up payroll and transferring historical salary data. Plus, some features like multi-entity payroll and custom payroll reports either require upgrading to higher-tier plans or purchasing as add-ons.
During our demo, we also experienced slow page loads. While it’s not a deal-breaker for small payroll runs, it can be pretty frustrating when you're processing payroll for larger teams.
Over 10,000 organizations, including ONEPLUS, eBay, and Randstad.
Keka Foundation charges $9/month per employee for payroll, benefits, automation, and onboarding. Strength costs $16/month with advanced permissions, custom reports, GPS attendance, asset tracking, and Slack/MS Teams integration. Growth is $22/month, including analytics, reviews, OKRs, skill matrix, and engagement tools. Additional features include multi-entity payroll, shift scheduler, distance calc, API/webhooks, and helpdesk.
Best For
Small to mid-sized businesses that want payroll and HR workflows in a single system, with compliance, attendance, and benefits management handled automatically.
Paycor
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.
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 used Paycor to process biweekly payroll, manage employee data, and oversee benefits enrollments and deductions. I frequently relied on its reporting and analytics tools to run audit reports and verify tax and wage accuracy.
The system made it easy to manage timecards and stay compliant with state labor laws. One of the most useful workflows involved integrating Paycor's HR and timekeeping modules, which reduced duplicate entries and minimized payroll errors.
I also used Paycor's communication features to share pay stubs, W-2s, and important updates directly with employees.
- The payroll module is reliable and easy to audit.
- The reporting capabilities make it simple to create compliance and financial summaries.
- The employee self-service portal saves HR time by allowing employees to manage their own information.
My organization implemented Paycor to modernize payroll processing and simplify HR administrative tasks across multiple locations. We needed a platform that could handle payroll, timekeeping, benefits administration, and compliance reporting in one place.
The main goal was to reduce manual work for a small team and streamline workflows between HR and Finance.
I used Paycor for about two years, primarily managing payroll, employee data, and benefits enrollments. It was especially helpful for maintaining compliance and ensuring employees were paid accurately and on time.
- The benefits module could be more intuitive; simplifying enrollment navigation and dependent updates would be helpful.
- Customer support response times can lag; faster escalation options would improve the experience.
- Some reports require manual customization—adding more pre-built templates would help non-technical users save time.
Paycor stands out for its strong payroll accuracy and compliance capabilities compared to competitors. It combines the reliability of traditional payroll systems with user-friendly HR management features.
While ADP or Rippling may offer broader integrations, Paycor’s simplicity and focus on core HR and payroll functions make it ideal for organizations prioritizing those needs.
When choosing an HR and payroll platform, consider payroll accuracy, tax compliance, reporting flexibility, and integration with timekeeping and benefits systems. Scalability and ease of use are also important, especially for growing organizations.
Evaluate support responsiveness carefully, as payroll errors require timely resolution.
Paycor has expanded from being primarily a payroll tool to offering a full HR suite, including recruiting, onboarding, and analytics.
Paycor is best for small to mid-sized organizations that want a reliable, compliant, and easy-to-manage HR and payroll system.
Paycor may not be the best fit for very large enterprises that require deep customization, complex global payroll, or advanced analytics integrations.
Payroll and HR Software Benefits
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 software 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, but 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 and attendance, and applicant tracking.
- Avail expert advice: Dealing with the nuances of payroll processing can get complicated pretty quickly. Although integrated payroll and HR software would have a user-friendly interface, most such software comes 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 frequently. You could also avail of 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 is an effective employee retention strategy but also helps you save money and stay compliant.
- Transparency: Makers of HR and payroll 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 and attendance, request time off, avail of 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: 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 system 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 system to formulate new HR strategies and bring change.
ROI Of Payroll and HR Software
HR and payroll systems are often 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 system.
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
The cost of payroll and HR software varies based on the provider, company size, and features included. Most vendors use a pricing model that includes a monthly base fee plus a per-employee-per-month fee, with the per-employee cost typically around 25% of the base fee. Vendors also offer differently priced packages based on feature requirements and company size, and many require custom quotes instead of listing standard prices publicly.
Here’s what you can expect from some of the top payroll and HR software providers:
- APS: Minimum monthly billing of $250, additional HR tools cost extra.
- Paylocity: Pricing is not publicly disclosed; custom quotes are required.
- Rippling: Starts at $8 per user per month, but costs increase based on the selected modules.
- OnPay: Offers transparent pricing with free setup and data migration.
- Gusto: Base plan starts at $40 per month + $6 per employee.
- Deel: Payroll options start at $19 to $29 per employee per month.
- Patriot: "Basic" plan is $17 per month + $4 per employee; "Full Service" plan is $37 per month + $4 per employee.
- QuickBooks: "Core" plan is $45 per month + $4 per employee.
HR and Payroll 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 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?
HR and Payroll System 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 on board. 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 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 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 HR software, 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 HE and payroll 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 HR and payroll systems, their features, pricing, and how to go about implementing them.
Using a top payroll and HR solution 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 the Author
About Us
- 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.
