10+ Best HRMS Software Systems in 2025
An expert-led guide on top Human Resource Management Software review and comparison. Find out HRMS price, pros & cons, key feature, and more below.
Are you in the market for a world-class HRMS to streamline employee onboarding, payroll, benefits management, and talent acquisition? This guide will help you make a well-informed and confident selection (though, if you'd like personalized assistance, you can book a free call with an HR tech expert on our staff who can build a custom vendor shortlist for your organization). We are experts on HRMS software, and this guide provides a highly developed and unbiased appraisal of the HRMS options on the market. We’ll walk you through every step and help you avoid common mistakes. But before we get too deep, let’s define what “HRMS” means.
Sometimes, it helps to understand something by defining what it is not. An HRMS differs from a Human Resources Information System (HRIS) or Human Capital Management (HCM) software. The distinctions are nuanced because there are many overlapping features, and some vendors use this confusion to their advantage, claiming that their software is all three.
This guide defines HRMS software as a system designed to streamline HR administrative tasks like payroll and timekeeping, increase efficiency, reduce or eliminate manual tasks, and provide strategic insight through data analytics. An HRIS offers many of the same features, but the scope is restricted to data entry and basic processing of employee information. An HCM software is substantially dissimilar to both because it represents a fully integrated management philosophy.
We strongly advise you to move forward only when you understand the difference well enough to recognize when a vendor is stretching the truth. If it’s still a little fuzzy, this article on the difference between HCM, HRMS, and HRIS may help.
If you’re feeling confidwent in your understanding, then keep reading! Our product-by-product evaluation covers critical factors like customer success, user experience, support quality, and implementation.
Our experts conduct product demos with each vendor to choose the top HRMS systems, incorporate user research, and gather feedback from HR tech leaders. When judging HRMS software, we focus on three key areas: data management security, compliance and reporting, and employee experience.
Employee Data Management Security
Though known as “all-in-one” tools, the scope and scale of each HRMS system’s data management vary significantly, as does the dedication to security hygiene. Our top picks are security-focused companies with a good track record who use two-factor authentication, encryption, General Data Protection Regulation (GDPR), and California Consumer Privacy Act (CCPA) compliance.
Compliance and Reporting
Recordkeeping and documentation are critical, so we chose HRMS software that offers various compliance and reporting features.
To make it onto this list, we require vendors to cover, at minimum, tax set-up and reporting, state and federal employment laws, wage and hour compliance, anti-discrimination and harassment prevention, and benefits regulations. Some tools below also offer global payroll and compliance features.
Employee Experience
As self-service options become more common in HRMS tools, the employee experience becomes more critical. In our experience, good UX/UI and overall ease of use are the most vital elements of this feature, keeping employee frustration low and data accuracy high.
Our mission is to make it easy for HR and TA teams to buy, implement, and love their new software. If you want to learn more about our methodology, we invite you to explore our article on editorial guidelines.
Paylocity
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Deel
BambooHR
Paycor
Rippling
Ceridian
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Netchex
HiBob
WorkDay
SAP SuccessFactors
UKG
Zoho People
Paylocity
Paylocity's HRMS solution provides a host of features designed to support the full employee lifecycle. Its emphasis on automation, customization, and compliance makes it a compelling choice for organizations seeking to optimize their HR operations.
PROS
- Paylocity provides a comprehensive platform that streamlines the management of payroll, HR, benefits, and more.
- The UI is quite clean and easy to navigate. There’s lots of online help docs to guide you through it too.
- There’s a mobile app for both employees and managers that enhances accessibility and convenience.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Pricing isn’t publicly shared and there is no free trial or free plan available.
- There is a bit of a learning curve due to Paylocity's extensive feature set.
- Report customization could be improved.
- 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.
Beyond payroll solutions, Paylocity offers an all-in-one HR suite that simplifies the management of people data and processes. The platform particularly excels at information collection and task automation. With pre-built templates for common tasks like address changes and the ability to create custom workflows, Paylocity makes it easy to automate repetitive tasks and reduce administrative burden.
The platform is easily accessible both for employees and managers. There’s a self-service portal employees can log into either via desktop or mobile app and access all sorts of documents, request time off, update personal information, and collaborate with colleagues. Managers can also access the platform on desktop or mobile devices and benefit from full visibility into employee data, configure new positions, assign skills and certifications, predict vacancies, manage budgets, and more.
Compliance is another top priority for Paylocity, with an intuitive dashboard that provides quick access to crucial information such as work authorizations, EEO and FLSA compliance data, and industry news. For additional support, Paylocity's HR Edge service offers expert resources, including an account manager, to help minimize risk and implement best practices.
Lastly, Paylocity's powerful reporting and analytics capabilities allow you to gain valuable insights into your workforce. With real-time, visualized data, you can track key metrics, identify trends, improve HR strategies, and drive organizational success.
40,000+ businesses use Paylocity’s solutions including Weigel’s, ILC, Upward, and HMC.
The cost of Paylocity's services varies depending on the specific features required and the size of your organization. To obtain a personalized estimate, it's recommended to schedule a demonstration with their Sales team. This allows for a tailored discussion of your needs and a more accurate assessment of the associated costs.
Best For
Paylocity's solutions cater to businesses of all sizes across various industries, but their ideal target market comprises medium and large enterprises. These companies are best suited to fully utilize the platform's capabilities and leverage its benefits effectively.
I primarily used Paylocity for recruiting, onboarding, and performance management. I used it to edit and post jobs and job descriptions, review applications, and manage candidates. I used onboarding to launch hiring workflows, administer hiring documents, and utilize E-Verify. I used the performance management module to build and administer annual performance reviews. Additionally, I occasionally used the feature to maintain employee performance and misconduct documentation.
I loved how simple it was to learn and use Paylocity. It was also easy to navigate and figure things out if I didn't know something. The second thing I liked was the variety of modules—it was easy to quickly access them based on the employee issue or task. Lastly, I loved how the modules essentially "talked to each other." For example, once hired, a candidate automatically moved from the recruiting module to the onboarding module.
I believe my former organization purchased Paylocity to scale their employment growth as they added employees quickly. They were also looking for a user-friendly HRIS while managing costs. I used Paylocity for nearly two years and really enjoyed it. It was very easy to learn. I used each module as it pertained to various aspects of the employee lifecycle.
Paylocity lacked automation in some areas. I think there were opportunities to improve certain workflows. It also lacked some customization features. Finally, Paylocity's customer service was not the best. I remember we had to upload benefits information, and they were neither quick nor efficient in resolving our issue.
I think Paylocity is one of the easiest HRIS platforms to use and learn compared to others. I like that it holds a lot of data and serves as a one-stop shop for all HR functions. The self-service side for employees is also very user-friendly.
I think company size is probably the most critical factor aside from cost. Small or extremely large organizations may not benefit from Paylocity as much as from other options like Dayforce or UKG.
I'm not sure about the evolution of Paylocity, but I think it does a good job of keeping up with companies' HR needs.
I would say mid-sized, professional companies. Paylocity could also be good for industrial, manufacturing, or trade companies from an employee-user standpoint.
As mentioned earlier, very small or very large organizations (in terms of employee size). I'm not sure if Paylocity’s data capabilities would be sufficient for a large employee population, and the cost/benefit may not be ideal for smaller companies.
Deel
Global teams big and small will appreciate a free HRMS that was built by a global team. Yes, their core HR solution is free, along with many useful modules like 1:1s, virtual networking, and pulse surveys.
PROS
- Unified platform for free HRIS and payroll services in over 100 countries and contractors in over 150 countries.
- Automated invoicing feature available in English for both companies and contractors or employees.
- Full in-house support from local country experts and a first response time of only 1.25 minutes.
- APIs and native integrations with over 100 popular HR tools.
- Self-service approach and tech-enabled features allow for quick and easy adoption.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Deel HR is free for companies of all sizes.
- 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
- Not suitable for budget-conscious teams that don't hire internationally.
- Lacks advanced features found in more established HR solutions.
- Limited flexibility to change contracts or service agreements.
- Currently cannot generate invoices in languages other than 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.
Deel was originally a global payroll offering, that has since expanded their product to be a full-fledged HRMS. While it's probably best for global teams that have international colleagues, their functionality could also be used by companies operating in just one country.
One of our favorite features of this HRMS is "connections" - a product where teammates can connect virtually to bond and learn more with one another. HR teams will also appreciate the onboarding workflows (including the ability to provision equipment globally!), background checks, remote location management, and perks.
35,000+ organizations have used Deel’s HR and payroll solutions, including Makerpad, Andela, and Brex.
Deel HR offers its HR services for free, but charges for its global payroll services, which start at $19 per month.
Best For
Deel HR is best for organizations that hire internationally.
BambooHR
BambooHR is a top-notch HR software known for its flexibility, user-friendliness, and reliability. It offers numerous features, including ATS, payroll, and performance management.
PROS
- Flexible packaging and custom pricing options based on user requirements
- Intuitive design ensures a user-friendly experience, simplifying HR processes for HR pros, managers, and the entire team.
- Regular updates and customer support, BambooHR continuously strives to enhance its offerings.
- 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
- The payroll functionality is limited to U.S. companies.
- Customer success hours only suitable for U.S. time zones
- Core HR tools must be purchased to use features like time & attendance, surveys, and performance assessment.
- 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 offers flexible plans and a comprehensive platform that covers the entire employee lifecycle with full HRMS functionality, including recruiting, performance management, and many more. The platform also provides an integrated app marketplace for HR and recruiting vendors and a handy Human Resources glossary.
Among the 20,000+ companies that use BambooHR, you’d find names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.
Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.
Best For
BambooHR is an excellent choice for companies seeking a highly customizable HR product with pricing options that accommodate their specific requirements. It is worth mentioning that it is favored by partially and fully remote teams.
I frequently used the hiring and onboarding workflows. I used the system to post jobs, track candidates, and coordinate with hiring managers. It was helpful that hiring managers could leave feedback on candidates directly in the platform.
Tracking candidate progress through hiring stages was simple and transparent. Interview scheduling was streamlined with calendar sync capabilities. Email templates also supported quick follow-ups and added efficiency to the recruitment process.
- BambooHR automates many tedious HR tasks, saving time for higher-value work.
- The system supports seamless collaboration across departments, keeping everyone aligned.
- The onboarding experience for new hires is smooth and creates a welcoming impression.
At the time, the organization was experiencing challenges with recruitment and was using an outdated HRIS. They adopted BambooHR, which was extremely helpful due to its built-in ATS. This enabled faster and more streamlined recruitment processes.
Over time, the organization transitioned away from the previous HRIS entirely, as BambooHR proved to be an effective all-in-one solution. It handled several key HR functions efficiently, which added value across the organization.
- More customization options would be beneficial, as there are limitations on the number of workflows that can be created.
- The ATS is fairly basic and lacks features like resume screening, which is a drawback.
- Pricing became a concern as the organization grew—while manageable at first, costs increased significantly with scale.
BambooHR is a strong option for small to mid-sized businesses that don't require complex systems. The simplicity and ease of use make it accessible and easy to adopt.
Scalability and customization are two important factors to consider. For small businesses needing a basic, user-friendly system, BambooHR is a great option that’s cost-effective and easy to learn.
I am unsure, as I have not used BambooHR recently.
BambooHR is well suited for small organizations and users with limited HRIS experience.
BambooHR may not be suitable for large organizations with complex HR processes or those requiring advanced functionality for experienced HR professionals.
Paycor
Paycor is popular among small and medium-sized businesses across states for managing payroll, budgeting, and time and labor management. While the greatest strength of Paycor is payroll, the platform is also known for being a well-established HRMS with positive employee experience features and scalability.
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.
- 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.
- 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.
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Aside from being one of the most well-established HRMS, Paycor stands out for its payroll capabilities. Running payroll on the platform is straightforward. We are a team with members of multiple contract types and nationalities, so we appreciate that it services both hourly workers and full-time employees, U.S.-based or otherwise.
The platform lets users choose their pay intervals (weekly, bi-weekly, monthly, etc.) and allows our team members to select their payment methods (on-demand pay, direct deposit, Paycor wallet). The best part is that these features, autorun, and off-cycle payroll runs are accessible to all users, including the Basic ones.
Self-service is another pro of Paycor. Through the portal, employees can access their onboarding, payroll, work schedules, and benefits enrollment (what could be better than autonomy?) They can also update their contact and banking information; then, notifications about changes are sent to admin users in real-time.
Paycor didn’t disappoint us with its latest mobile app version. It used to be very limited, but now we can access the whole self-service suite on mobile devices. Plus, all Paycor Scheduling subscriptions can access Team Chat — a real-time communication tool that lets members message individuals, groups, or channels within the app.
There are still parts we don’t like. While Paycor offers several support channels, the support team is sometimes slow to respond. We’d also love to see improvements in reporting and analytics. The lower-priced plans have minimal reporting capabilities, and even the enterprise plan users may still find the tool lacking.
Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.
Paycor doesn’t publish its pricing on the website. You need to get in touch with customer support to get a quote.
Best For
Small and medium-sized companies in the U.S. that are looking for a one-stop shop for their HR needs. Particularly, businesses in industries like manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations are likely to make the most out of Paycor’s features.
We initially set up all employees in Paycor for scheduling and time management. This was the primary goal at first. Eventually, we started integrating talent acquisition and onboarding workflows into the platform.
Paycor simplified the process by having everything in one place—once onboarding was complete, candidates were automatically added to the system for scheduling and payroll.
Employees could download the Paycor app to view their schedules, request time off, and access pay stubs. Paycor was an integral part of my daily routine for seven months.
- Unified Platform: Combines payroll, HR, benefits, and workforce management into a single, seamless system, simplifying operations.
- Mobile-Friendly: Offers a user-friendly mobile app, allowing employees and HR managers to access schedules, pay stubs, and other information on the go.
- Continuous Innovation: Regularly introduces new features, such as updated time-off management tools and employee engagement functionalities.
My organization wanted to consolidate all HR functions into one platform rather than relying on multiple tools or platforms. After researching several options, they decided to try Paycor.
Paycor addressed all of my organization’s needs, including talent acquisition, onboarding, payroll, and more. It provided a unified solution that streamlined HR processes and reduced operational inefficiencies.
I worked with Paycor for seven months before being transitioned to a different position.
- Complexity for Small Businesses: The extensive feature set may be overwhelming for smaller businesses with simple HR needs.
- Learning Curve: Onboarding and training can be time-consuming due to the platform’s robust functionality.
- Lengthy Troubleshooting Times: Resolving technical issues or getting support can sometimes take longer than expected.
Paycor offers a comprehensive suite of features designed to streamline human capital management for businesses of various sizes. Its payroll automation, talent management, and workforce tools help save time, reduce compliance risks, and optimize operations. I prefer this tool because it provides an all-in-one solution that simplifies complex HR processes.
Businesses should carefully evaluate their specific needs and assess whether Paycor’s features align with their HR requirements. The cost is an important factor to consider, especially for smaller organizations. Companies should treat the tool as a modular solution, selecting only the services they need and adding additional features as required. This ensures that businesses maximize the value of their investment.
Paycor introduced the Paycor Assistant, an AI-powered tool designed to simplify administrative tasks and enhance HR efficiency.
- Paycor is an excellent solution for medium-sized to large companies seeking enterprise-level HR assistance.
- It works best for organizations that require an integrated platform for talent acquisition, payroll, and workforce management.
- Paycor is not ideal for small businesses or owner-operators unless they can afford the high cost.
- Companies with basic HR needs may find the platform’s extensive features unnecessary and overly complex.
Rippling
Rippling is a mighty HRMS solution for growing teams, ideally medium-sized, to handle payroll, budgeting, and time and labor management with efficiency and autonomy. The ability to integrate with 500+ apps makes Rippling a strong bet for teams looking to share data between all of their business software.
PROS
- Rippling provides an end-to-end HCM with great automation features.
- Supports both US payroll and global payroll in over 100 countries.
- Auto-translates receipt line items and converts their currencies for the reviewer.
- Robust integration capabilities.
- The benefits module enables users to collaborate with their preferred broker and choose from 4,000 options.
- Modules are available for individual purchase or as part of a suite, but the Core HR module is mandatory in any package.
- 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
- Payroll automation not available.
- No complimentary trial.
- Support not provided 24/7, additional charges for phone support.
- Not suitable for businesses with 2,000+ employees.
- 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 has emerged as a leading HRMS platform, providing an extensive array of HR management functionalities.
Since its launch in 2016, it has continuously evolved to prioritize efficiency, autonomy, and a user-friendly interface.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling pricing starts at $8 per employee per month. For a personalized quote, you need to reach out to their sales team.
Best For
Rippling is an excellent choice of an HRMS for US-based and international teams that don’t have more than 2,000 employees.
We use Rippling for all HR processes - hiring, onboarding, training, time and attendance, etc. We also use the pulse tool for surveys of our employees. We have built workflows to support onboarding and schedule management when someone takes time off. It's a daily tool for us.
Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.
We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.
Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.
Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.
It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.
Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.
HR teams, I think it would be good for organizations with over 50 employees
Very small organizations, those primarily based outside the US
Ceridian
Ceridian makes Dayforce, a modern cloud HR platform that can manage the entire employee lifecycle.
PROS
CONS
Although it’s labeled as an HCM, Dayforce by Ceridian also includes a comprehensive payroll tool. Dayforce integrates data from every stage of the employee lifecycle, empowering informed decision-making and data-backed insights.
Its flexible rules engine enables efficient handling of intricate regulatory demands, delivering real-time updates and calculations.
- Guitar Center
- Danone
- Spirit Aerosystems
- El Pollo Loco
- Crescent Bank
Pricing for the Dayforce HCM suite is not provided up front.
Best For
Enterprises with over 1,000 employees.
Ceridian is a tool we rely on every day for our hourly employees in our plants. It serves as a convenient platform for them to log their time and manage their calendars. Each employee can easily input their time, authorize it, and save the entries without any hassle. What makes Ceridian even more impressive is its self-troubleshooting capability. If any issues arise, the system promptly identifies the problem and provides instructions on how to correct it. This feature is particularly valuable to us, as it eliminates the need for us to individually assist employees over the phone when they encounter time inputting issues. The timekeeping sheet functionality is the primary aspect of Ceridian that we heavily utilize and rely on.
I like the features of Ceridian Dayforce. It's a very user-friendly HR tool that our hourly employees can maneuver effortlessly. The system troubleshoots itself if there's an error.
Our organization was in need of a more user-friendly timekeeping software for our hourly employees located across various plants in our US campuses. We required a consistent payroll and time management system that could be seamlessly implemented across all offices. After exploring multiple HR tools, we ultimately chose Ceridian. The impressive functionality and user-friendly features of Ceridian caught our attention, allowing us to streamline timekeeping processes for all employees nationwide without any issues. Specifically, we opted for the Ceridian Dayforce version, and the transition to this HR tool has been highly satisfactory. In fact, we have enthusiastically recommended it to several partners and clients who collaborate with our individual plants.
Occasionally, the troubleshooting function of Ceridian can be somewhat perplexing when attempting to identify the root cause of an issue. In the past, we have encountered login problems where employees have had difficulties logging in correctly. Another minor inconvenience we have noticed is that when inputting time, the screen does not automatically display the current day but rather defaults to the beginning of the month.
Ceridian stands out as a highly user-friendly timekeeping software compared to many of its competitors. What sets Ceridian apart is its exceptional customer service, with its team readily available to address any inquiries or issues that may arise. Personally, I have a strong preference for Ceridian over other alternatives we have tested primarily due to its superior functionality.
The primary factors that influence our purchasing decision are the user-friendly nature of the software and its comprehensive features related to timekeeping. Additionally, the troubleshooting function performs effectively, even when dealing with a large group of hourly employees simultaneously logging in.
While I'm not entirely certain, I don't recall the HR tool having the troubleshooting function from the beginning, but I could be mistaken. It appears that Ceridian recognized the importance of addressing the timekeeping challenges faced by larger companies operating on a nationwide scale. They dedicated efforts to meet the specific requirements of such corporations and enhance their capabilities to effectively manage timekeeping across the entire country.
I think it fits larger organizations best.
Maybe smaller companies due to its high monthly cost.
Netchex
Netchex stands out as an HRMS and payroll solution for small businesses in the US due to its comprehensive, integrated platform that supports the entire employee lifecycle. Their Core plan (mainly payroll) already offers some engagement and HR tools, and each plan throws more HRMS features into the mix.
PROS
- A La Carte Plan: For those looking for an HR and payroll tool, Netchex offers several options to tailor its offering to the exact needs of your organization. You basically start with the core package and add select features like the scheduling system and a recruiting tool—all with a custom pricing plan.
- User-friendly interface: Both administrators and employees find the system easy to use and navigate, which is essential for small businesses with limited HR staff.
- Comprehensive support: One of the things people praise the most is their award-winning customer service. Agents are available via phone, chat, or email, ensuring that small businesses receive the help they need when they need it.
- Advanced features: This includes recently added tools like AskHR for immediate employee support and Netchex AI for data analysis and insights.
- 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
- Payroll dependency: Users must utilize the payroll feature to access other functionalities, which may limit flexibility for businesses that do not need payroll services with their HR tool.
- No free trial: Potential users can't test the software without committing to a purchase, which could be a barrier for budget-conscious teams.
- 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.
Depending on the plan you pick, Netchex can be a fully-fledged HRMS platform tailored for small and mid-sized businesses. The payroll tool, which is their flagship product, is at the core of their offering. From there, they have slowly but surely expanded into all sorts of other HR workflows, from recruiting to performance management. Netchex also excels in employee engagement with features like Community, which encourages recognition and reward through a company forum.
Their system is truly capable of covering the entire employee life cycle. That said, smaller organizations can start with the Core module and grow from there according to their needs. Their software is well enough built (and all made in-house) to the extent that upgrading to another plan and enhancing the tool with more features is a very straightforward process. The product has always been made with smaller teams in mind, so it’s a tool that can grow with you.
Aside from how easy it is to use their product, one of our favorite things with Netchex is their customer support. They pride themselves on having very fast response times, and they have a skills-based approach to Customer Success. This means that, while you do get a dedicated customer representative, more tenured reps are ready to step in and tend to specific needs at any time.
Our only qualm about Netchex as an HRMS system is that the HR tools you might be looking for are not available as a stand-alone product. In other words, you have to use their payroll function in order for the whole system to work, but that’s very much in the spirit of what an HRMS is supposed to do (merge payroll and HR). If more on the lookout for a stand-alone HR tool, that would fall under the scope of a more basic HRIS.
Netchex’s HR software is used at companies like Xpressdocs, BK Corrosion, Regal Hospitality, and The Colony ER Hospital.
Netchex uses a Per Employee Per Month pricing model. Costs vary based on the number of employees and the specific features used. Detailed pricing information can be found on their pricing page.
Best For
Netchex is ideal for small businesses (50-500 employees), especially those in industries such as restaurants, hospitality, manufacturing, healthcare, professional services, and automotive.
HiBob
HiBob made our list thanks to its standout focus on employee engagement and culture-building—two areas often underdeveloped in other HRMS platforms. While tools like Paylocity and Rippling lean heavily into payroll and compliance automation, HiBob approaches HR with a people-centric lens, making it a strong option for mid-sized teams seeking an employee-first HR system.
PROS
- Social features like kudos, shout-outs, and a company-wide newsfeed promote employee-first experience.
- Highly adaptable workflows across onboarding, offboarding, and internal communications.
- Dashboards offer rich insights into engagement, performance, and DEI metrics.
- Connects with various payroll and recruiting tech providers.
- SOC 2 Type II, ISO 27001 certified, 2FA, GDPR, and CCPA compliant.
- Works well with several benefits providers and third-party payroll systems.
- 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
- Lacks native US payroll (for now), benefits portal, or enterprise recruiting tools.
- Some users found the interface visually appealing but required too many clicks at times.
- Built-in time tracking may not be ideal for hourly or frontline-heavy workforce.
- The tool can be pricey for teams with fewer than 100 employees.
- 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.
HiBob has always impressed us in terms of employee experience. While more famous players like BambooHR and Rippling focus on simplicity or automation, we feel that HiBob is one of the few companies that zeroes in on culture.
From our tech tests and user interviews, it was clear that features like shout-outs, personalized profiles, and onboarding workflows felt more like an internal social network than a traditional HRMS. One user even described it as “fun and engaging,” which is rare feedback we receive on HR software. It’s also highly customizable, letting HR teams adapt workflows and data fields to fit their structure without developer support.
In our testing, HiBob also performed well in compliance and reporting. The HRMS supports tax setup, wage and hour compliance, and anti-discrimination documentation. People Analytics provides real-time metrics across engagement, DEI, and team structure. While it doesn’t offer a built-in payroll module like Paylocity or Deel, HiBob’s strength lies in making data shareable across systems.
Security-wise, HiBob is in the same league as industry leaders. It checks every major box: SOC 2 Type II, ISO 27001, GDPR/CCPA compliance, and two-factor authentication. Admins can create granular permissions for managers and departments, and all user activity is logged for audit purposes.
However, where HiBob starts to fall short is in its “platform scope.” Despite having modules like Time and Attendance and a Payroll Hub, it’s clear these aren’t full-service solutions.
While HiBob is marketed as user-friendly, some users we talked to found the UX “click-heavy,” particularly for non-technical users or frontline staff. Some also noted they still had to rely on external tools for timekeeping, benefits management, and payroll in the US. The good news is that US payroll is on the vendor’s roadmap for 2026, and the recently launched UK offerings have received quite positive feedback from customers.
Overall, our evaluations indicate HiBob as a flexible, engaging HR suite that fits into a larger ecosystem. It’s not ideal if you're looking for an all-in-one suite, but if your team prioritizes culture, employee self-service, and modular flexibility, this one is definitely a strong contender.
4,000+ organizations, including Huel, JIMDO, riseUP, and VaynerMedia.
HiBob offers custom pricing only, based on your company size and exact needs.
Best For
HiBob is best for culture-forward companies (100-5,000 employees) that already use top-tier tools for payroll, recruiting, and benefits and want their HRMS to integrate everything.
WorkDay
Workday is a highly favored HRMS solution specifically designed for enterprises. It offers a single source of workforce administration, engagement, and compensation and benefits data. This approach caters to all worker types, including contingent workers, employees, contractors, and retirees, making it a versatile solution for managing diverse workforces.
PROS
- Workday configurable process flows make it easy to scale processes to a global level while adapting them to local requirements.
- Employee and Manager Self-Service
- AI-driven skills cloud helps identify workers with the skills gap.
- Has a mobile app.
- Provides phone support, email support, community, and live chat support.
- Compliance with SOC 2 Type 2 standards
- 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
- Lacks pricing transparency.
- No free trial.
- The implementation process can be very time-consuming (~5 months on average).
- The interface may pose challenges for new users, and training may be necessary to familiarize oneself with all product features.
- Their mobile app isn’t very user-friendly.
- 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.
Workday stands out with its impressive adaptability to individual users. Leveraging machine learning, it offers tailored recommendations based on user roles, whether they are employees, contractors, managers, recruiting agencies, applicants, or retirees.
The tool is particularly well-suited for businesses with multiple global branches. It allows for global consistency while enabling customization of workflows to accommodate local differences, ensuring a seamless experience across the organization.
Workday's reporting capabilities are also noteworthy because they sync HR data with finance and integrate with various HR tools. This can be used for analytics that provides visibility into the workforce’s capabilities, making it easier to identify gaps and develop talent.
While Workday's HRMS suite is popular among large enterprises and global teams, the mobile app needs work. Both Android and iOS users have reported issues with the time clock system, frequent crashes, and sign-in problems. Workday's implementation process also has room for improvement, having received mixed reviews from users and HR teams.
Quicken Loans, AstraZeneca, Target, Dell, Bank of America.
The exact pricing details of Workday aren’t disclosed on the website. Contact Sales for a quote.
Best For
This platform is best for large, global organizations looking for an all-in-one tool. It offers insights into the workforce, fosters employee engagement, and facilitates adaptability to industry, situational, and regulatory changes.
My organization uses Workday for everything within Talent Management. More specifically, we use Workday for compensation, advanced compensation, recruiting, onboarding, compliance, training, analytics, etc.
We also have custom processes built into the system for progressive discipline that we've created from scratch. Workday is used daily by most of our staff and our HR team is in Workday to support almost everything we do during the day. It truly is a one-stop shop for everything.
1. Ability to have all of our offerings under one system.
2. The user experience is easy to navigate and has a modern feel and approach.
3. The system allows for a ton of customization by the customer meaning a lot of configuration can be done without the support of Workday directly to meet your needs.
Our organization purchased Workday to bring all of our previous systems under one offering. We had four different vendors supporting our HR needs at the time and we were able to bring everything under Workday.
Our previous HRIS was lacking updates that supported our team's needs and we wanted to offer an experience to employees internally that was easy to navigate and understand. Workday is easy to use, understand, and looks and feels very modern.
Also, they allow us to have payroll, recruiting, onboarding, performance, training/compliance, etc. all under one offering. Personally, I have used Workday since the fall of 2019.
1. Everything is tied to one system meaning you are glued to the ecosystem making it hard to make a switch in the future, if needed.
2. The amount of customization available is a ton making it at times hard to understand for more complex business processes.
3. The cost. It's an amazing system, but the cost is steep if that is a concern.
Overall, it's different in that everything is able to be under one offering. It's amazing to have the ability to customize your Workday for what the organization needs and it's great that they only release two updates a year for system updates.
The updates are also pushed out to all Workday customers at the same time so everything is working off the same version, unlike other offerings we've used. The ease of use and modern feel is also much different from many of its competitors. It's a great offering!
Overall, when looking at an HRIS like Workday, it's important to consider whether you are looking for a system that can house all your offerings under one system - truly, that's the benefit of getting Workday.
If your organization does not want/need that, you could find alternative options that likely could offer a great experience at a more reasonable cost.
However, for our organization, this was something we needed, and have found great value in offering to create a better experience with more efficient processes.
Workday releases two system updates a year and they are pushed out to every customer at the same time. We have seen so many good updates since we implemented Workday and many of their updates come directly from Workday Community where Workday customers give feedback and ideas for recommended system changes.
For example, there have been significant improvements to the recruiting offerings in managing requisitions, which has really helped our team more efficiently manage requisitions. Another example is when Workday added COVID vaccine tracking very quickly to meet the needs of customers when the government was requiring employers to track vaccinations.
This was outside of the normal twice-a-year releases, which was really appreciated so we were in compliance. They care, listen, and make updates when needed to support their customers.
From my experience, Workday is great for larger organizations because it's such a robust offering. If you are a smaller organization, it may be a bit overwhelming and the expense may be hard to justify.
However, if you are looking for an offering that can be a one-stop shop for everything, offer an easy to navigate experience for staff, and the ability to customize the system for your needs, Workday is great!
If you are a smaller organization, concerned about budget, or if you are not concerned about bringing everything under one offering, Workday may not be a great choice.
SAP SuccessFactors
SAP SuccessFactors is one of the big names in HR software. They’re currently pushing the boundaries of the HCM category itself, calling their product an HXM suite (for Human Experience Management).
PROS
CONS
SAP is trying to transform traditional human capital management into a more employee-oriented endeavor. Through their HXM, they are trying to position the worker’s experience as the main filter for how companies engage with their people. Their product helps HR managers deliver experiences that resonate with employees while shaping their strategy.
Although not branded as an HRMS, SuccessFactors does cover all the features you’d expect from this category. This includes cloud payroll and benefits administration, even for a global workforce.
- American Airlines
- Ernst & Young
- Hero Group
- Terex
- Watco Companies
Pricing for SAP’s HXM suite is only available upon request.
Best For
Enterprises looking to improve UX
UKG
UKG is the merger of Ultimate Software and Kronos. As such, it brings more than 7 decades of experience with HCM tech into the workforce management space. UKG Pro, their HRMS, offers features like people analytics, benefits administration, and payroll.
PROS
- Leveraging years of experience in HCM and workforce management technology, UKG Pro and UKG Ready offer a comprehensive solution.
- By providing UKG Pro as an HRMS solution and UKG Ready for workforce management, you can access a range of features that address diverse HR requirements through a unified set of tools.
- You can configure user visibility within the system.
- The Ultimate Community provides on-demand information and networking opportunities for UKG Pro users.
- Includes an iOS app and an Android app for employees.
- 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
- In comparison to more recent tools, both UKG Pro and UKG Ready might lack a clear focus or distinctive selling proposition tailored to specific types of businesses, meaning niche operations might find it challenging to adapt.
- The Android app has some issues with logging in.
- Not very budget-friendly with SMBs.
- All-in-one is not ideal for teams who require only a handful of specialized functionalities.
- 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 offers a wealth of features and expertise to support the HR needs of large enterprises. From hiring and onboarding to performance management and succession planning, this platform aims to provide a holistic solution for HR needs. UKG has utilized its 70 years of experience in the field and companies' mergers to deliver such comprehensive solutions.
In addition to its wealth of features, we found the platform configurability and the outstanding support from the Ultimate Community to be particularly noteworthy aspects of our experience with UKG.
As administrators, we can control access to specific user groups. Tailored access is a significant advantage for teams prioritizing robust data security.
Although UKG's user interface boasts an attractive aesthetic, the plethora of features can be overwhelming. However, the Ultimate Community proved invaluable, providing access to loads of information and insights from previous conversations. The ability to ask questions and seek assistance from other users was also highly beneficial.
UKG exhibits noteworthy strengths, but we did encounter a few drawbacks during our assessment. Unlike newer specialized tools, it may lack the specificity needed by niche businesses. Furthermore, some users have reported issues logging into the Android app. Finally, this product is not priced for teams looking for a low-price solution.
Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.
- Pricing for UKG is not disclosed on their website.
- Typically, the pricing is based on a per-employee-per-month model, with options for annual or monthly billing options.
- UKG Pro licenses generally start at around $600.00 per year for every 5 users. For an exact quote, please reach out to a sales representative.
Best For
UKG is an excellent choice for large companies operating in the Americas, EMEA, and Asia/Pacific regions, with a minimum employee count of 1000.
I personally use the tool every day. The main thing I use the tool for is pulling reports about employee information. I use these reports to provide talent metrics to our executive leadership team. I also use the tool daily to review the org chart. This assists in integrating employees into other programs we use, like Officevibe and Linkedin Learning, which UKG does not directly integrate into. One other workflow we use UKG for is assigning HR tasks. You can create custom tasks, so we use it to keep track of tasks that are not related to UKG, like removing people from other programs when they are offboarded.
Honestly, I do not like UKG, but these are 3 pros:
- The org chart is nice to be able to see who each person reports to (although only HR is able to see it)
- The HR checklist tasks are useful to keep track of tasks.
- The ability to filter reports before exporting is useful.
Our organization bought UKG to replace our old HRIS. We previously were with BambooHR but moved to UKG so that we could move payroll internally. We have been using the tool for one year. This tool provides the bare minimum needed for an HRIS as we have the basic version. We have used the tool for one year, but we are already looking for a new HRIS to move to because we have had a very bad experience with both the tool and customer support. I personally use the tool daily to run reports and review the organization chart.
- Pulling reports is so complicated. It is not streamlined at all.
- When conducting payroll, we get LOTS of error flags that we have to go through (and by LOTS I mean 75-100)
- The org chart is only accessible by the HR dept.
- It is just not user-friendly. I often have to hold the hands of our employees to show them how to submit a PTO request, change their personal info, etc.
This tool is much worse than similar tools in my opinion. The reason we switched was so that we could have an internal payroll solution, but after just 1 year we are already looking for a different tool.
The first criteria people should consider is whether the tool meets all of their requirements. That is the reason we switched to UKG because our old system did not meet our new requirements. Next, people should consider whether it has add-ons that support their business. We are looking for a system that has a built-in performance management solution, as well as L&D functions.
No. The customer support has not been helpful to us.
Small companies that want to do internal payroll but do not need all of the bells and whistles (and who do not mind spending a lot of time on payroll and pulling reports). I do not recommend the tool.
Most organizations. Any org that wants additional tools beyond the bare minimum. Any org that is big enough to need an org chart. We are at 250 and it is already an inefficient tool for us.
Zoho People
Zoho People is a complete solution for HR teams that offers a free plan in addition to other affordable options. Their tool can take on basic HR tasks like time and attendance, performance assessment, learning and development, employee engagement, and payroll management.
PROS
- All core HR features in a single dashboard.
- A wide array of integrations.
- Available in multiple languages.
- Has a free version and a free trial.
- All core HR features in a single dashboard
- Wide array of integrations
- User-friendly UI, constantly updated
- Available in multiple languages
CONS
- Payroll function was found to be too simplistic for some teams.
- Mobile apps offer a scaled-down version of what’s available with the web version.
- Occasional reports of slow load times.
- Since they offer so many modules, some may be not as robust as other products that have been more specific about covering certain needs. For instance, some teams have found their payroll offering to be quite basic.
- Not all that’s available in the web platform is available in the app
- Some users reported that the platform can be slow to load every now and then.
Overall, we were quite impressed with this tool. It’s built solid with smart features, and it scales well. The forever-free plan is a major plus, even with limitations around total users (the upper limit is five) and a scant 250MB of storage.
Zoho’s mobile apps offer on-the-go convenience, and the core HR functions are all in good working order.
One remarkable aspect is the Cases feature. This functionality empowers users to submit their support inquiries within designated HR categories, ensuring swift responses from dedicated agents. It's a straightforward and efficient solution that saves valuable time.
Equally impressive is Zoho People, which accomplishes two goals at once - fostering enhanced collaboration while bolstering security through its access control feature. Administrators are able to easily assign access permissions to members which enables both effective collaboration and robust security measures.
Announcements empowers managers to share vital company information using a wide range of content types, formatting choices, and location-specific visibility settings, ensuring that important announcements reach the right audience in the right way at the right time.
Our experience with the browser-based self-service feature was good. It provided a centralized platform for accessing employee records, leave management, timesheets, and policy documents. However, we had some challenges with the mobile app. There were occasional lags during check-ins and facial recognition processes, and certain tools, like payroll, were more basic functionally compared to other similar tools in this space. There have been user reports of loading delays, be we didn’t experience this.
This platform is a good place for a growing company to start, and this has been attested to by multiple users reporting that their team started with the free plan and grew into a higher tier.
ZPE Systems, Cloudfronts Technologies, Zomato, SpiceJet, Foresight CFO.
Zoho People has five plans:
- Free: up to 5 users and 250MB of storage.
- Essential HR: $1.25 per user per month when billed annually.
- Professional: $2 per user per month billed annually.
- Premium: $3 per user per month billed annually.
- Enterprise: $4.5 per user per month billed annually.
Best For
While Zoho offers custom pricing for organizations with over 500 employees, its existing feature sets are particularly well-suited for small and medium-sized businesses (SMBs). The tool's multilingual capabilities enable it to cater to global teams effectively, ensuring seamless collaboration and communication across language barriers.
I use Zoho People for tracking time and leaves. Besides, it is great to chat with other team members. The platform includes an organizational chart, compensation, and training modules. It has great reporting features as well. I can easily check all my records, such as my pay stub for every month of the year, company employee list, and vacation schedule. etc.
It is affordable and user-friendly. The customer support that is available in the software is good and always active in responding to customers. The application is easy to use for most users. Zoho People is a great option for storing employee information and tracking time.
5 years ago our company started to use Zoho People to deliver exceptional digital HR experiences to our employees while managing the entire employee life cycle on a single platform. I like its simplicity and integration with other Zoho tools like Zoho Payroll, Zoho Books, Zoho Expenses, etc. I love that the request permission, approval, and tracking features are so helpful. I like that the interactive form builder allows us to create different forms that meet our needs and help our HR team.
Sometimes I run into difficulties in terms of data integration between other integrated programs. Zoho People software does not integrate with other similar applications. They only provide a limited number of administrators for Standard and Premium pricing plans. The system is cloud-based only and not flexible to use.
Zoho People comes with an employee portal, organization chart, self-service, performance appraisal, employee leaves management, and salary tool features. All the HR processes can be managed from a central location which can help users to save time and reduce costs. The software offers a fully-mobile self-service that can help employees to get easy access to their HR data from anywhere, anytime. It can help employees have better control over their work.
The price of the solution is low and most people can afford it. Customer support includes online and email user support. Easy to learn and use.
They offer cloud-based hosting, which means IT resources are retrieved through web-based tools and applications and you don't need to buy servers and additional hardware equipment.
It is very good for small and medium size companies.
It would be a bit challenging for big corporations as Zoho People doesn’t offer unlimited employee profile support.
Namely
Namely helps you streamline many of the day-to-day HR processes, including onboarding, attendance tracking, and performance management. It also packs a robust payroll and benefits administration module and reporting functionality that gives you insights into market trends.
PROS
- Namely’s UI is highly rated by users. It’s quite clean and easy to navigate despite how feature-rich Namely is.
- The employee onboarding module has an easy-to-use wizard that correctly guides new hires through the steps they need to complete and tasks they need to do.
- On top of the platform's built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, Namely offers managed payroll and benefits administration services in case you require more help.
- 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 serves U.S.-based companies, which means it isn’t a good fit for companies that you need to pay and give benefits to employees in other countries.
- The implementation process can be lengthy, spanning a minimum of 6-8 weeks.
- For a platform as big as Namely, we were surprised by the lack of employee development features such as skill training, career pathing, succession planning, etc.
- Before buying Namely, you should verify whether it is compatible with your current benefits provider, as there have been a few instances reported where Namely’s team encouraged users to switch to other providers that cost more.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
Namely’s HRMS helps mid-market companies (50-1000 employees) manage several HR processes in one centralized location. For starters, it can help you store and organize your employees' info as your system of record (SOR). You can also use it to onboard new employees through an intuitive wizard and e-signatures, check and approve time-off requests, as well as customize and conduct performance reviews.
The platform has built-in features for payroll management and benefits administrations that you can use, or opt for Namely’s managed payroll and benefits services and have them take care of relevant processes on your behalf.
Namely is used by hundreds of businesses, including The Channel Company, Greenhouse, OneLogin, and MacStadium.
Namely doesn’t have fixed pricing plans. They like to tailor their offering according to each customer’s needs, and as such, each customer gets a unique quote. To learn more about Namely’s pricing and to get a quote, you can reach out to their Sales team.
Best For
Namely is a great HRMS for the mid-market (50-1,000 employees).
We currently utilize Namely for managing payroll, which has been essential in ensuring timely and accurate compensation for our employees. Namely is used daily for onboarding new employees, streamlining the process and making it more efficient. It has also been valuable in tracking new employee benefits and was particularly useful during our company-wide open enrollment period in July. Supervisors use Namely for conducting yearly performance reviews for all employees, which has significantly reduced the need for paper-based evaluations. Additionally, Namely helps us with quarterly and annual data tracking for State and Federal reporting purposes, ensuring compliance and accuracy.
- Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
- The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
- The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.
My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.
- Uploading form templates into Namely can be challenging, requiring additional time and effort.
- The ability to add e-signatures to documents is limited, which could be improved for better functionality.
- Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.
I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.
When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.
Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.
Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.
Namely may not be the best fit for large companies with more complex HR needs, as its features are tailored more towards smaller and mid-sized organizations.
Benefits of the Top HRMS Software
The evolution of Human Resource Management Systems has taken them from basic record-keeping tools (think PeopleSoft in 1987) to valuable strategic assets. In addition to the criteria mentioned above, take note of the key benefits below. Regardless of your industry, size, or location, each of the following are benefits you can expect from HRMS software.
Better employee experience: The benefits of a quality HRMS are directly enjoyed by your employees. For example, a user-friendly employee portal can allow employees to review and update their info, navigate benefits options, and request time off with ease in less time than through legacy systems and sometimes even from a mobile app. Of course, this can lead to increased employee satisfaction and engagement.
Drive employee performance: The best HRMS platforms can foster talent development through performance reviews, engagement surveys, performance management capabilities, and customizable integrations with other tools you use to build culture.
Save time with HR automation: A good HRMS can have a massive impact on efficiency. Automation can handle new employee onboarding, offboarding, benefits and payroll administration, time tracking, attendance management, and more. With fewer operational tasks, the HR department can focus its time and energy on more strategic initiatives like optimizing employee lifetime value, lowering the turnover rate, and improving employee productivity and well-being.
Increased compliance: Provided you and your team are careful with the setup and initial data entry, an HRMS can significantly improve HR’s data accuracy. A complete, accurate, and easy-to-access data collection means you can worry less about EEOC audits and wrongful termination lawsuits. If one of these worst-case scenarios actually occurs, you’ll be prepared.
These systems also help with HR’s adaptability to unforeseen circumstances. One clear example was the pandemic, where many of the top vendors in the US reacted to vaccine mandates by rapidly developing features to accommodate immunization tracking and other safety and compliance tools.
A more organized HR department: If your business, like many, started with a handful of spreadsheets and a patchwork of manual processes, an HRMS can help you graduate to a more refined set of procedures. An HRMS can substantially lighten your cognitive load by managing multiple interconnected employee info systems.
HR intelligence: As any operation grows, it becomes increasingly important to analyze its data. An HRMS lets you create custom reports, making it easier for your HR and finance teams to examine metrics like turnover rate, hiring costs, and employee engagement and use that data to make more informed decisions.
Workforce management: The best HRMS systems take a modern approach to workforce management by putting the employee experience front and center. You’ll find elements of employee engagement, like intuitive self-onboarding, easy-to-access payroll and benefits, mobile first-time tracking, smart scheduling, and payroll management, which are standard in top-tier HRMSs.
Streamline recruiting: It’s not unusual for HRMS platforms to include a lightweight Applicant Tracking System (ATS), but it is becoming common for a full-fledged ATS to be part of the standard HRMS package.
Hiring is a central element of workforce management, so if you’re already using an HRMS as an integrated information hub for employee data, it makes sense to use it to manage applicant info, too. The most advanced ATSs built into an HRMS can do everything from sourcing candidates, scheduling interviews, shortlisting or rejecting, and onboarding new employees to offboarding.
Pitfalls of Buying a Human Resource Management System
The rewards of implementing the right HRMS system are substantial, but so are the risks if you make the wrong choice. The information below is from our research of unhappy customers who bought the wrong software tool. We identified central themes across their experience, and after reading this list, you can avoid the common mistakes to watch out for.
Rushing the decision: The allure of an elegant interface, the appeal of innovative features, and the sentiment of a few glowing reviews are powerful forces. It’s easy to buy a product that doesn’t actually do what you need. We’ve all been there.
Design, feature set, and reputation are important when vetting any software, but they should not drive your decision. Make your choice with the company's overall objectives in mind. Budget ample time to identify your team’s requirements, past issues, and the primary goals you hope to achieve using HRMS software.
Lack of awareness: The fact that you’re reading this guide suggests you know the value of thorough research, but some busy HR pros lack the operational context needed to make the right choice. It’s common for these folks to limit their scope of research to one or two major pain points they experience personally. This, as you can imagine, usually ends badly.
Not consulting teammates: This can be disastrous when implementing HR software. Checking with employees in every department can be a painstaking process, even in a small business, but in the long run, it’s worth it. For more on this topic, read this article on getting buy-in from internal stakeholders.
Overlooking security and support: Security and support are not features where quality can be sacrificed for price. HRMS systems hold all your employee info, so choose a company that prioritizes security. Support is an element of security and a critical standalone feature. This is especially true during implementation when a few missteps during your initial setup can lead to big problems down the line.
HRMS Software Price
With most of the HRMS vendors listed on this roundup, pricing is per user per month. Some have an additional monthly base rate, and most offer custom pricing based on your business’s needs. Some also offer independently priced add-ons, which is excellent for small businesses who want to pay only for the features they’ll actually use. Regardless of your business size or state of growth, you may find this ROI calculator helpful for setting your budget.
We've compiled the following estimates to offer a rough idea of what to budget based on your organization’s size. This data reflects the input of HR experts, both in-house and external, but be aware that these are rough estimates, and the proposals and quotes you get will vary.
- 1-100 employees: $12,000 per year
- 101-500 employees: $48,000 per year
- 501-1,000 employees: $72,000 per year
Key HRMS Software Features
Knowing the key features of HRMSs and how they can support your goals is essential to finding the right software for your team.
At the beginning of this article, we covered the fundamental differences between HRMS, HRIS, and HCM platforms. We noted that, though many features overlap, contrasts in scope and philosophy made for clear distinctions between the three. Let’s look at each of these in more detail:
Employee Information Management: An HRIS is a secure database that serves as a single system of record for employee data, including personal details, job history, performance records, and benefits information.
Payroll: This is ubiquitous among HRMS platforms. Payroll features manage all aspects of payroll processing, including salary calculation, deductions, tax withholdings, calculation for PTO, sick days, overtime, and more. Time and attendance are adjacent features that contribute to accurate pay computation.
Some of the vendors mentioned in this list offer global payroll solutions, but if this feature is essential to run your business, we recommend reading our guide on global payroll.
Budgeting: Some HRIS platforms can help create budgets for the entire human resources department by integrating them with common accounting software. This can include expenditures, forecasts, and plans for future costs. Some also provide cost analysis overview and reporting features.
Performance Management: Many HRMS platforms support performance appraisal processes, goal setting, feedback collection, and performance review cycles. Best employee development practices are constantly evolving, and performance reviews are undergoing rigorous evaluation by HR thought leaders, so be sure the performance management features match your company’s talent development philosophy.
Compliance and Reporting: The compliance management and reporting functions record and synthesize information extracted from the numerous systems of record managed within the platform. The aggregated data is used as a precise record of regulatory compliance and to generate reports that can be evaluated for possible strategic insights.
Questions to Keep in Mind When Demoing HRMS Software Tools
Advanced preparation is the key to getting the most out of software demonstrations. Come prepared with questions that investigate each vendor’s approach to addressing the specific needs you’ve already identified.
Your demo questions should be a subset of the questions you have already asked. It’s common to exchange multiple emails leading up to a demo, so make the most of your time by getting the basics out of the way beforehand.
Keep your internal stakeholders in mind as you prepare. Ideally, they were directly involved, but short of that, be sure you have cultivated a cross-department understanding of what is essential across the org. Their needs should be reflected in your questions.
With your basic questions already answered and the best interest of all departments in mind, here are the must-ask questions for an HRMS product demo:
- Does it integrate with our current ATS, payroll, or any other systems you might have that impact workforce management?
- Does this solution have single sign-on (SSO) capabilities?
- Are there multiple authorization levels for different types of users?
- Is there a maximum number of employees it will support across the workforce?
- What types of reporting capabilities does it have?
- Does it include features to help HR communicate with employees (i.e., mass emails, internal chat, filtering messages by criteria)?
- What kind of tasks can we automate or streamline with this tool? How many hours can we expect to save doing so?
- How much technical training will be required?
- What kinds of technical support are provided?
- What recruiting capabilities are built in?
- How will information be exchanged with insurance brokers and carriers)?
- Does it accommodate benefits carriers’ rules?
- How can we import employee data into this system? (API, Excel spreadsheets, employee records, other databases, and paper documents)
- What built-in security measures does it contain?
We get a lot of positive feedback about this software buying organizer. Readers tell us it was a useful tool throughout the process, and in the end, they were thankful they’d used it from the beginning.
FAQs on Buying HRMS Software
These are the most frequently asked questions from HR professionals when it comes to human capital management software:
What is the best HRMS system?
The big names in HRMS software are UKG, SAP SuccessFactors, Namely, and Rippling, but are they really “the best”? The answer is yes and no.
Best can only be applied to one company at a time because no single HRMS platform is a universal fit for everyone. The wide range of HRMS platforms may seem unnecessary (or even overwhelming), but the variety represents the diversity in the businesses' needs.
What is the difference between HCM, HRMS, and HRIS?
The critical distinction between HRIS, HRMS, and HCM lies in their scope and focus. HRIS (Human Resource Information System) and HRMS (Human Resource Management System) are specific software types that focus on managing human resource information and processes, including payroll in the latter case. HCM, or Human Capital Management, encompasses a broader philosophy of business practices. It involves acquiring and optimizing a business's workforce and integrating strategic elements into managing human resources.
Why do definitions of HCM, HRMS, and HRIS vary so much?
There are many ways to answer this perfectly reasonable question, but the need for more consensus is primarily the result of two factors. First, an imprecise definition offers some wiggle room for vendors who claim their tool can do it all. Second, our approach to workforce management is shifting as technology and best practices evolve, so the categories are not fixed.
Despite this moving target, the distinctions primarily lie in their features, intended applications, and the philosophical framework behind each tool’s design. Generally, industry insights suggest that HRIS is the most narrowly defined solution, concentrating on essential HR functions. HRMS expands on this with broader features, still primarily within the HR domain. In contrast, HCM encompasses these features and extends further, incorporating strategic business planning to analyze and optimize the workforce as the key element.
Final Advice on Buying HRMS software
As we wrap up, let's assume you've absorbed the information above and identified a few potential vendors for scheduling demos. That’s just the first step, but it is the biggest one! If you were thorough and diligent from the beginning, you’ve set yourself up for an easier time reaching your goal. You’ve also become familiar with the general process we recommend for making all HR tech decisions.
Since you’ve identified your needs and have a comprehensive understanding of how different feature sets can meet them, fine-tuning your demos should be a breeze.
At this point, your knowledge far surpasses the average consumer. You speak the language of the HRMS vendor, so feel confident when you ask the person running your demo to focus on the relevant features you’ve identified.
You can even supply them with test data to use in the demonstration. This “test drive” approach will help you assess intuitiveness and overall user experience.
You’re already well on your way to bringing the best HRMS platform to your workplace! If you want to further your knowledge, you should read this article about the differences between HRIS, HCM, and HRMS, or you can focus your attention on this article covering the definition, features, and benefits of an HCM.
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