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.
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
I managed payroll, processed employee benefits, tracked time and attendance, and handled talent management functions. ADP's interface allowed me to easily navigate and input relevant data. This helped streamline day-to-day tasks.
Additionally, the reporting features helped me generate valuable insights into workforce analytics and compliance. Overall, ADP served as a comprehensive tool that supports our organization in various HR management aspects.
- I appreciate ADP's user-friendly interface to simplify complex HR processes.
- ADP's robust reporting capabilities provide valuable insights for strategic decision-making.
- The scalability of ADP allows seamless adaptation to the evolving needs of our growing organization.
One of the primary reasons ADP was selected was its reputation as a reliable HR solution provider. The platform is known for its ability to streamline payroll processes, manage employee benefits effectively, and ensure compliance with changing regulations.
Additionally, ADP's scalability was a crucial factor. It accommodated the evolving needs of our workforce and provided the flexibility to handle increased employee numbers.
- I find occasional glitches in the user interface of ADP frustrating.
- The limitations in customization options can be restrictive for our specific needs.
- There's a concern about potential increased costs as our organization grows with the continued use of ADP.
ADP user-friendly interface makes HR tasks more accessible for our team, and the reporting features provide insights into workforce analytics. Also, the customer support from ADP has been consistently responsive and helpful.
Consider the tool's functionality to ensure it aligns with your HR needs, evaluate scalability for future growth, and assess integration capabilities with existing systems. You will need to scrutinize compliance, security, and the total cost of ownership. Additionally, research the vendor's reputation, inquire about the product's upgrade plans, and take advantage of trial periods to assess real-world performance before making a final decision.
ADP has evolved to meet user needs by enhancing its user interface and expanding its features to address a broader range of HR requirements. This would include payroll processing, benefits administration, and talent management. ADP's scalability has improved, accommodating the diverse needs of both small businesses and large enterprises. The platform's increased integration capabilities enable seamless connectivity with other systems, enhancing overall workflow. Over time, ADP has embraced mobile accessibility, allowing users to manage HR tasks remotely, reflecting its adaptability to changing work dynamics.
In my experience ADP is adaptable to the specific needs of growing companies. It is an excellent choice for users seeking a comprehensive HR solution, encompassing payroll processing, benefits administration, time and attendance tracking, and talent management. The platform is beneficial for those who prioritize user-friendly interfaces that require robust compliance features and reliable customer support. ADP is a valuable and supportive HR management solution.
ADP may not be an ideal fit for very small businesses with basic HR needs. Its comprehensive features may be more robust than necessary. Additionally, companies with an existing HR software system that is deeply ingrained in their processes may face challenges transitioning to ADP. Highly specialized industries with unique HR requirements might also find ADP less tailored to their specific needs.
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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.
I used Deel regularly—at a minimum weekly, and more heavily around payment cycles. Most of my day-to-day use was tied to contractor onboarding and ongoing pay management, so I was on the platform anytime we added a new international contractor or needed to update an agreement.
The main workflow involved creating or sending out contractor agreements, confirming that the person completed their profile and payment details, and routing invoices or payment requests through an approval step before payouts.
During pay periods, I used it to review amounts, confirm currencies, and validate that everything matched what was approved, especially when there were changes such as bonus payments, rate adjustments, or one-off reimbursements.
I used Deel for basic recordkeeping as well, including pulling contract details, reviewing payment history, and exporting data when finance needed reconciliation or reporting.
Overall, it was less of a daily HRIS login tool for me and more of a core operational system we depended on to keep global contractor payments clean, consistent, and on time.
It makes paying international contractors straightforward and predictable, especially when dealing with different currencies and banking formats.
The onboarding flow is clean, so contractors can enter their details and documents themselves without my team chasing them in email threads.
Approvals and payment tracking are easy to manage in one place, which reduces mistakes and helps finance reconcile faster.
Contracts, invoices, and payment history stay organized inside the platform, so I’m not digging through folders or spreadsheets when questions come up.
We bought Deel because we needed a reliable way to pay international contractors without turning every pay cycle into a mini compliance project.
Before Deel, we were juggling wires, invoices, random payment platforms, and constant back-and-forth about banking details, currency conversions, and whether we were collecting the right documentation.
The biggest pain point was consistency — we needed one place where contractors could onboard, submit what they needed, and get paid on time in their local currency without our team reinventing the process every month.
Deel reduced risk by creating a more structured workflow around contracts and payments, so we weren’t relying on someone’s spreadsheet to keep everything straight.
The key benefit for us was speed and control: we could add contractors quickly, manage approvals, and run payments with far fewer surprises, especially as the contractor headcount grew across multiple countries.
I personally used Deel for two years, and during that time, it became the system we relied on whenever we brought on or paid someone outside the U.S.
Reporting and exports are adequate for basic needs, but they are not always as flexible as finance teams want when specific breakdowns are required.
The cost was somewhat high compared to tools like Gusto.
Deel was fine for global contractor pay, but if I had the choice, I’d prefer Gusto because it’s more intuitive for U.S. payroll/HR and feels like less of a system to manage
Cost would be a big one to consider. Other than that, contractor pay was straightforward. I didn't use it for tax paying individuals.
I am not sure, as I have not used it recently.
Deel is great for small businesses with growing remote teams. Teams with limited benefits to manage that need a simple way to process contractor payments.
Deel is not good for large organizations with complex system demands from employees.
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.
I use Bob mainly to enter my time off. My HR team uses it for employee tracking, salary tracking, and manually inputting employee changes. The tool includes integrations with our benefits providers for the HR team. Another key use case is goals tracking. Employees input their quarterly goals, while management and HR review whether goals are met consistently.
- It allows us to easily input time off.
- Provides easy redirects to benefits links.
- Displays a company-wide news feed.
We bought Bob for our talent management and employee management needs. We have used it for 1.5 years. It allows employees to easily view their time off and provides redirects to links for benefits and payroll information. The main issue our organization aimed to solve was finding a more affordable talent management tool.
- Limitations in its capabilities as an applicant tracking system (ATS).
- Limited functionality in managing the recruiting funnel.
- Does not have its own benefits portal.
- Employee-Centric Approach: Unlike many HR platforms that prioritize administrative functions, Bob enhances the employee experience with tools like recognition, surveys, and social features.
- Flexible for Modern Work Environments: Bob is tailored for hybrid and remote work setups, offering intuitive tools for managing distributed teams and fostering collaboration.
- Cultural Insights: Bob’s "People Analytics" dashboard tracks workforce engagement and provides insights to strengthen organizational culture.
- Global Reach: Bob supports global operations with localized compliance and multi-country payroll integrations, appealing to multinational companies.
Consider your company size—Bob is more suited for mid-sized to large organizations. Assess whether your industry operates remotely or in person; Bob is ideal for remote or hybrid setups. Finally, review your current integrations and tools, as Bob is focused on enhancing the employee experience rather than serving as an ATS or HRIS system.
- Learning Management System (LMS): The introduction of Bob Learning equips organizations with tools for managing employee development and continuous learning.
- UK Payroll Integration: HiBob expanded payroll functionality with a modern approach to payroll management for UK-based employees.
- Workforce Planning Module: This feature facilitates planning for scenarios such as reorganizations and mergers, aiding strategic decision-making.
- 1-on-1 Meeting Feature: HiBob introduced templates for onboarding, goal setting, performance reviews, career growth, and regular check-ins to strengthen manager-employee relationships.
- Mid-Sized to Large Organizations: Bob is ideal for companies with 100 to 5,000 employees, offering advanced functionalities for managing larger teams.
- Global Organizations: Bob’s multi-country support and compliance features make it a great fit for multinational companies.
- Companies Prioritizing Employee Engagement: Bob’s tools for goal setting, performance reviews, and social recognition foster strong workplace culture and employee retention.
- Tech-Savvy, Forward-Thinking Teams: Bob’s sleek, intuitive interface appeals to organizations that value modern, user-friendly platforms.
- Organizations with Hybrid or Remote Workforces: Bob supports collaboration and communication in flexible work environments.
- HR Teams Seeking Data-Driven Insights: Its analytics capabilities provide valuable data for decision-making regarding employee performance and organizational health.
- Small Organizations with Basic HR Needs: Businesses with fewer than 50 employees may find HiBob too complex or costly for their simpler requirements.
- Organizations with Highly Specialized HR Needs: Companies requiring niche, industry-specific HR tools may not find Bob customizable enough for their workflows.
- Companies with Limited Digital Infrastructure: Organizations that struggle with adopting digital tools might find Bob’s platform challenging to use effectively.
- Organizations with Complex Payroll Requirements: Businesses with intricate payroll setups may find Bob’s payroll features less robust than specialized providers.
- Companies Seeking an All-in-One ERP System: HiBob focuses on HR and people management, so it may not meet the needs of organizations requiring a more extensive ERP system.
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.
I used Rippling as a consultant hired by an organization to solve their HRIS (or lack of) problem. I was involved in the procurement process from the start through training the trainers.
We set up payroll, employee self-service, benefits, onboarding, and trainings. It was a system where we could use it to its fullest and meet the needs of the end user and executives.
It was easy enough to use whereas I was able to train leaders who weren't exactly tech savvy to use the program.
It is a great solution for a small business who wants the functions and features of a HRIS system, without the need to spend for an enterprise-level system. The system is intuitive and easy to use even for those not tech savvy. I enjoyed the reporting and analytics features, especially the dashboards.
From March 2025 through September 2025, I worked with a small resort property as a consultant. One of my initiatives was to source and implement an HRIS system. Leaders wanted a one-stop-shop including employee self-service, payroll, timekeeping, performance management, etc.
Previously they were working off of spreadsheets and ad-hoc programs that didn't integrate with each other. I reviewed a variety of programs and platforms. Many of the programs I reviewed were more enterprise-level and didn't fit the budget they were looking for.
Rippling was quickly identified as a solution which met their needs, budget, and scalability.
I can see how it could be limiting for larger teams and organizations. With the platform, I would have liked to see more customization options. There always seems to be a price hike or hidden add-ons which can get pricey if you don't watch it.
Our employees didn't have any IT support; rather customer service was for administrators. I was left having to figure out tech issues on behalf of the employees.
It is a user-friendly platform for small businesses, which I think are its main customers. Overall, there were more pros than cons with Rippling, and alongside the positive reviews, we felt we were in good hands.
Cost and budget are key. There is a base product and then other features are added as modules, like benefits and recruiting, which can add up. You want to have your wants and needs outlined before you start exploring programs so you can get a good picture of what solution is best for you.
Rippling sales reps have a variety of options and solutions available and were quick to engage and help. Make sure it fits your needs before jumping in.
I can't say, as I didn’t use Rippling for more than a few months.
Rippling is a good fit for small businesses.
Rippling is not a good fit for large enterprise-level organizations, and those who do not have anyone dedicated to implementing from start to finish.
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.
I'm an HR Generalist, so I mainly use Gusto to add new hires, update salaries, and ensure that payroll is correct. I also use Gusto to disperse employee documents for signature/acknowledgment (Employee Handbook) and to store employment documentation (offer paperwork, background checks, etc.). Others on my team use it to run payroll and enroll in state tax registration.
I love their customer service, they always have an answer for you and make my job so much easier. The interface is fantastic, and the design is very appealing, which is a huge factor for someone that uses it quite often. I also really like the admin dashboard, Gusto will list outstanding tasks with their deadlines and will prompt you with helpful information to finish the task.
My company is a portfolio company for High Alpha Innovation. Gusto is the go-to HRIS for all portfolio companies. We have been using it since we started in 2020 and have even used it for one of our own portfolio companies. Gusto is a very easy-to-use tool that has fantastic customer support. When you're working for a start-up, you don't want to spend a long time on payroll and Gusto really helps with that. It's also very easy to set up a new instance of Gusto for a company - it took like two hours and was a painless experience due to Gusto's interface.
Sometimes the outstanding tasks aren't accurate, we recently had tasks pop up for an employee that has been gone for two years. This is very specific, but I wish that you could make some employee documents private to employees, all the documents you upload are automatically public and don't give you an option. I dislike their benefits -- we ran a quote before and it took a few weeks to get back the quote and it was incredibly expensive.
The only similar tool I've used is a PEO called Justworks. I'm not sure if it's a fair comparison, since PEOs pretty much do everything for you. I will say, it was nice that you could set up Gusto in a day and run payroll the next day if needed. For Justworks, you have to wait until the system start date, which can be weeks later.
I think that customer service is a huge buying criteria, especially if you have an inexperienced team. It's invaluable to have experts that you can call or chat with at any time. Cost is definitely a big factor that differs from organization to organization. It's sometimes worth it to pay a little bit more to make your life easier and that's what we've found with Gusto. Lastly, I think that it's important to have an easy-to-use system for both HR and employees. Payroll is VERY important which makes it vital to have a system that is easy to comprehend.
Gusto has become more well-rounded over the years. Last year, they added performance reviews into the mix. It's definitely not perfect and not very customizable, but it's a free add-on, which can be a huge value to organizations that don't have performance management built out.
Small to mid-sized organizations. I think it could work for a small start-up, but would be better for slightly more mature organizations.
Gusto would not be good for a small startup that doesn't have someone with HR experience on its team. Definitely would recommend a PEO over Gusto.
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Netchex
Netchex is a standout in the integrated HR and payroll category thanks to their stellar customer support and their comprehensive single-source solution. What really distinguishes them is the on-screen payroll feature that surfaces all pre-payroll decisions (time approvals, PTO requests, missed punches, forms, benefit elections) in one place, rather than scattered across multiple screens.
PROS
- On-screen payroll displays all pre-payroll tasks on one screen, removing multi-page navigation.
- Check preview lets employees validate pay before processing; one customer reduced manual checks by 90%.
- AI Coach in performance reviews provides real-time feedback on manager comments before submission, reducing review cycles by 30%.
- Natural language reporting means you get instant answers to plain-English questions without building custom reports.
- Dedicated US-based support team available via email, live chat, and phone.
- 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
- Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
- Potential users can't test the software without committing to a purchase.
- It lacks support for international payroll and HR requirements.
- 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 teams of 50–500 employees, particularly those with hourly, shift-based, and deskless workforces. We found the platform's key strength to be on-screen payroll, which surfaces all pre-payroll decisions that normally require bouncing between multiple pages. Administrators see outstanding time approvals, PTO requests, missed punches, new hire forms, and benefit elections in one place, eliminating the last-minute firefighting that typically occurs before payroll runs.
The check preview process is well praised among users for allowing employees to validate their pay before processing. We appreciated how payroll administrators can make adjustments and correct errors directly from the payroll grid. The system comes with full garnishment integration, multiple pay rate solutions, and complete federal, state, and local tax filings.
On the HR side, we found recent additions meaningfully strengthen the platform. AskHR provides immediate answers to employee questions from company documents. Performance management now includes an AI Coach that gives real-time feedback on manager review comments before submission. Natural language reporting lets users ask plain-English questions and receive immediate answers. The company also integrated HireMe (an ATS acquired last year), allowing hiring data to flow directly into onboarding. Looking ahead, Mesh Teammates—a suite of AI agents launching in early 2027—promises to automate recurring HR and payroll tasks.
That said, we found that organizations seeking a standalone HR tool without payroll won't find what they need in Netchex, as all HR features require the payroll module to function. Additionally, this software is built for US-based businesses and lacks support for international payroll and HR requirements, making it unsuitable for organizations with multi-country operations.
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.
Recent key product updates for Netchex include:
- On-screen payroll: A centralized dashboard for managing all pre-payday decisions.
- Check preview: A workflow allowing employees to verify earnings before processing.
- AI Coach: Provides real-time feedback for managers during performance evaluations.
- Natural language reporting: Enables users to get data insights by asking questions in plain English.
- HireMe integration: Unifies recruiting and onboarding workflows.
Best For
Netchex is best suited for small and mid-sized businesses based in the US, particularly those with shift-based or distributed workforces where consolidated payroll management and mobile-first employee experiences are critical.
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
We use UKG for HR, payroll, and benefits administration. We plan to use it for training and recruitment later on. I added fleet management once the core modules were in place. We also added the recruitment module, which easily integrates with all the major hiring platforms. This feature allows you to follow an applicant from application to hire.
It is multifaceted. It can be used to monitor your fleet, issue ID cards, and handle many other HR functions. It is excellent for a larger-sized workgroup.
We bought this tool to replace our existing platform, ADP. ADP was cumbersome and outdated. They no longer provided user support for the version we had been using. After completing an RFP, we decided on UKG, which had many more features. We have utilized this tool continuously and still do. I have used this tool for one year. I am always adding and testing new functionality within the system, such as fleet management.
It is so robust that many of the screens are unnecessary. It is difficult to customize screens to meet the organization's needs. Implementation was difficult and time-consuming.
It is different in that it offers a variety of screens that help you track everything from ID cards issued to company cars assigned to keys issued.
Consider the size of your organization. This product is not suitable for a small organization. Additionally, you need extra staff to implement it properly.
Although I no longer use it, I believe that, due to market competition, they have improved.
It is ideal for larger organizations with a broad spectrum of tracking needs and multiple locations. A moderate level of computer proficiency is also recommended.
Smaller groups with fewer than 2,000 employees won’t find UKR to be the right fit.
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
I used Namely for every payroll of course, but also onboarding staff and making sure they are set up in payroll. Additionally, things like getting employees data regarding payroll such as w2s was much easier. It was especially helpful that our staff can self-serve, which in a company with a small HR department is critical. It was really easy for them to learn, and employees are able to enter PTO requests and track their balances without having to reach out to an HR professional. So that feature was used throughout the company every week. Also, the social feature was appreciated by the staff, such as seeing coworkers' birthdays and anniversary, so they can congratulate and interact.
I really liked the fact that our staff, who had never used any kind of HRIS before, was able to pick up on this so easily and didn't have trouble or need intensive instruction. I also liked the degree to which they were able to solve problems and access information on their own. I also felt the onboarding features were robust and easy to use.
At the time we switched to Namely we didn't have an HRIS and were manually doing everything from onboarding to payroll. Since we were growing, we needed a proper system. It definitely made things like reporting and providing employee data far more efficient and accurate. Also, the onboarding process was easy and saved a lot of time and prevented overlooked details and errors. The staff also liked using it and clocking in and out became easier with fewer mistakes. Once it was all set up, running payroll, making payroll changes, and accessing payroll records was much faster, easier and problems became rare. I used it for a year.
When I needed customer service, it wasn't the best I have ever experienced or the quickest, with a lot of different representatives involved of varying knowledge and understanding. I think better built in help resources would improve the product overall. I didn't find the benefits administration easy to use either.
I have used many similar tools and feel like Namely is a solid system compared to similar products. I don't think it is the very best, as it did lack some features such as an ATS, but for a smaller company these may not be as needed. The ease of use was a bit better than others, but the customer support needed improvement. Overall, I was happy with it.
People should consider what features they may need, and compare them to similar tools, since there are similar products with more features. Also, they should consider the size of the company, since Namely is best for small to medium sized organizations. If people are without any kind of tool like this, they should consider the cost involved is worth the many efficiencies they will gain from employing Namely.
In the time I used Namely, I think they did improve the customer service somewhat, which was a problem in the beginning. This is important because the work done in Namely is often time sensitive, such as payroll, and problems can have a major impact on staff, so customer service is critical.
I think this is perfect for small companies with employees who need an easy-to-use tool. It is great for companies who have never used a system like this before because the user interface is very intuitive.
Very large companies that do a great deal of hiring may find Namely not robust enough and lacking in certain features.
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
We use BambooHR a bit unconventionally. Although it offers broader HR capabilities, we use it primarily as an ATS. It has significantly improved our recruiting processes. We can link job postings to LinkedIn and customize application questions to simplify sourcing.
Our hiring managers have admin access, allowing them to review and select qualified candidates. We’ve had a positive experience with BambooHR overall and are considering expanding its use to payroll.
- The price is unbeatable for what you get; I haven’t found another ATS like it.
- It was very easy to get started, and the platform is user-friendly.
- Their support team has been helpful when needed.
We bought BambooHR primarily to use as an ATS. We reviewed many ATS vendors, but BambooHR offered a strong product, especially for the price. It solved our talent acquisition challenges and made collaborating with hiring managers much easier.
Our hiring managers can review and select candidates directly within BambooHR. The key benefit for us is that it has streamlined our recruiting efforts. I have been using BambooHR for less than one year.
- The ATS functionality is quite simple, though sufficient for our current needs.
- The reporting and analytics features could be more comprehensive.
- If we shift to high-volume recruiting, BambooHR may not meet our requirements.
My experience with ATS platforms is limited to two others, and BambooHR is my favorite of the three. One feature I really appreciate—and I know our candidates do too—is that applicants don’t need to create an account to submit an application.
One important factor is understanding what you plan to use the tool for. If you’re using it for payroll and other HR functions, it's worth checking whether BambooHR supports international payments.
We would need to research this further before using it for payroll. If you're using it primarily as an ATS, consider how many roles you need to fill and whether you recruit at high volume.
We started using BambooHR in Q2 of 2025, so it's still fairly new to me. I haven’t seen any significant changes or updates since we began using it.
I think BambooHR could work well for many organizations, but it's likely best suited for small or medium-sized businesses.
From an ATS perspective, companies that conduct high-volume recruiting may find that BambooHR doesn't fully meet their needs.
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
We use OnPay on a monthly basis to deliver payroll. We also use integration features to connect directly with payroll and accounting software. It enables us to automate or streamline data collection related to working hours and personal details. We do weekly, bi-monthly, and monthly pay runs, and OnPay allows us to establish separate and automated pay schedules for each. We also use OnPay to manage and approve PTO via the employee self-service dashboard.
The interface is slick and easy to use. It offers flexible and expandable HR and benefits tools, meaning it can grow with the business. The streamlined and partially automated PTO with self-service is also good.
We bought OnPay to streamline our payroll process. Our HR and finance teams were too small and preoccupied with rapid growth activities to manage payroll, and as a result, mistakes were being made. The monthly payroll process was analog, without much automation, and quite inefficient and laborious. We wanted to have a more automated and online process, which OnPay provided.
OnPay is genuinely focused on small businesses. The interface is clean and simple, not overloaded with features like those found in big company payroll tools. It connects directly with our timesheets, allows staff to update their personal data, and has streamlined and mostly automated our payroll process. We have used this tool for a couple of years.
The design is a little boring and old-fashioned. The reporting section is a bit awkward to use. It doesn't have great support for international customers.
The design is a little boring and old-fashioned. The reporting section is a bit awkward to use. It doesn't have great support for international customers.
Can you also pay contractors through the system? Can you pay staff according to different pay schedules?
We haven’t used it long enough to answer this.
US-based SMEs without international offices can benefit from OnPay.
OnPay is not great for US businesses with international offices. Choose a tool that can service staff overseas as well.
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 daily for HR operations. It allows users to create customizable workflows tailored to the company's organizational structure.
Key workflows include onboarding, which automates the new hire process from start to finish; time-off and leave requests, where employees submit PTO requests for managerial approval; and payroll and timekeeping, which enables managers to track and approve payroll entries.
The compliance and training feature allows required trainings to be assigned directly through each employee’s profile. The applicant tracking system automates the recruitment process from posting to hiring.
Paycor is user-friendly and supports numerous integrations with other tools, helping to reduce manual administrative work.
- Paycor ATS allows unlimited job postings that can be automatically published at no additional cost.
- Paycor does not charge based on the number of users and imposes no user limit.
- E-Verify can be integrated at no cost.
The company I was working for had difficulty managing payroll, onboarding, and applicant tracking across multiple platforms. As a startup, they relied heavily on Excel spreadsheets to track HR and payroll functions in an effort to reduce costs, but this became unsustainable as the company grew.
The executive team, along with HR, evaluated options to streamline these processes and determined that purchasing an HRIS system would be the most effective way to improve efficiency.
Although Paycor was relatively new at the time, its HRIS offered several benefits that aligned with the organization’s operational needs. These included centralized payroll, streamlined onboarding, and an integrated applicant tracking system.
Another valuable feature was the Learning Management System (LMS), which enabled centralized training assignments, completion tracking, and audit-ready reporting to support compliance.
We were very satisfied with Paycor and used the platform for approximately three years.
- Smart Sourcing for the ATS is not very robust in terms of Boolean search capabilities.
- Time tracking can glitch when employees use the app to clock in, requiring admin support to troubleshoot accounts.
- Free job boards integrated with the system tend to receive low applicant traffic.
Paycor’s HRIS is highly customizable, which is helpful since every company operates differently. Compared to other tools I have used, I prefer Paycor over most other platforms.
When evaluating an HRIS platform, there are a few key factors to consider. First, the tool should centralize core HR functions—such as payroll, onboarding, applicant tracking, compliance, and employee lifecycle management—within a single system.
An ATS that automates applicant data and allows unlimited job postings across multiple channels supports organizational growth without additional cost.
Finally, prioritize user-friendliness by selecting a system with intuitive workflows for HR staff, managers, and employees.
Paycor is responsive to new feature requests from current and past users. Their team continuously works to improve the platform based on user needs.
Paycor is good for small businesses, corporate environments, and staffing organizations.
Global or international organizations may not find Paycor robust enough for their needs.
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.
