10+ Best HRMS Software Systems in 2026

The platform makes it easy to build APIs that integrate with our other vendors. Customer service is consistently timely and helpful. The data insights platform offers detailed charts and tables without requiring the use of Excel.

We were looking for an HRIS that could manage the entire employee lifecycle, including an LMS, cloud storage for documents, FMLA tracking tools, and OSHA 300 tracking. After evaluating several HRIS systems, it became clear that Paylocity was the best all-in-one solution.

We chose Paylocity because it serves as the central hub for our team members, consolidating multiple HR functions into a single platform. We have been using Paylocity for a little under a year. Our team utilizes its payroll and HR, performance, learning, surveys, and scheduling platforms to streamline operations and improve efficiency.

The time and labor platform lacks forecast scheduling capabilities. It does not allow for the setup of custom rules, which can be limiting. Transferring employees between EINs within the company is difficult and time-consuming.

Paylocity stands out by continuously evolving and incorporating user feedback to improve its platform. They offer an early adopter program for users interested in trying new features. Their customer service is exceptional, with dedicated account representatives who respond promptly to inquiries. Paylocity is a comprehensive solution that covers everything from recruiting to compliance, training, and performance management.

The first consideration should be how to transfer data from your current provider to Paylocity, as this process can be time-consuming and may require external assistance. It is also important to assess how well your organization adapts to change, as implementing the system involves a significant amount of training in a short period.

Having a dedicated team available to support training and implementation is crucial for a smooth transition.

Paylocity continuously adds new features and enhancements based on user feedback. They actively listen to their customers and implement improvements to better meet business needs.

Paylocity is designed to be user-friendly, with extensive training resources available for users who need guidance. It can serve a wide range of industries, including companies that employ 1099 contractors, allowing for easy payroll processing.

• BambooHR is very user-friendly and easy for both HR and employees to navigate.
• The onboarding workflows save a lot of time by automating tasks and paperwork for new hires.
• The reporting features make it simple to generate useful data and track HR metrics.
• Employee self-service tools allow staff to update their own information, reducing HR administrative work.

My organization chose BambooHR because we needed a more streamlined way to manage employee records, onboarding, and performance tracking. Before implementing it, our HR processes were very time-consuming, which made it hard to keep data accurate and accessible.

BambooHR solved that by giving us a central system where employees and managers could easily find what they needed. I have personally used it for about two years, and during that time I found it especially helpful for automating onboarding workflows and keeping employee information organized.

Overall, it made day-to-day HR administration much smoother and saved our team a lot of time.

• Reporting is useful but can feel limited when trying to build more complex reports; adding more customization and advanced filters would make the tool more powerful.
• The payroll integration is not as seamless as dedicated payroll platforms; it would be more efficient if it offered stronger built-in payroll functionality.
• Customer support response times can be inconsistent, especially during peak seasons; a real-time chat feature would help resolve issues more quickly.

BambooHR stands out from many competitors because of its clean, intuitive interface that makes it easy for both HR teams and employees to use. Compared to other systems I've used, it requires less training and onboarding, which improves adoption across the company.

It also offers strong onboarding workflows and employee self-service features that some competitors don't emphasize as much.

When buying an HR tool like BambooHR, the first thing to consider is ease of use for both HR teams and employees, since adoption depends heavily on user experience. It's also important to look at how well the system integrates with payroll, benefits, and other platforms you already use.

Make sure the tool can grow with your organization rather than needing to be replaced after a few years.

BambooHR has evolved by expanding beyond core HR functions like employee records and onboarding to include more features such as performance management, time tracking, and payroll.

Over time, they have also improved the user interface and added more automation to simplify day-to-day tasks for both HR and employees.

BambooHR is well-suited for small to mid-sized organizations that need an all-in-one HR platform without the complexity of larger enterprise systems.

• Labor forecasting – Workforce has incorporated AI capabilities to assist with forecasting future labor needs.
• Onboarding – The entire process is paperless and can be completed prior to the employee’s first day of work.
• All-in-one – Everything from recruiting to benefits and payroll is integrated in one place.

My organization transitioned from Kronos to Workforce several years ago. Kronos created a lot of additional work, as we had to make manual entries.

Workforce solved this problem by providing crucial workflow connections throughout the applicant-to-employee process. It allows us to do everything from assigning attendance points to viewing paychecks and resolving payroll issues.

• Benefits – This module is helpful but the weakest on the platform; it's difficult to automate, resulting in frequent manual entries.
• Reporting – There are endless reporting options, but the inability to save templates requires generating a new report each time.
• System upgrades – These often occur during business hours, causing delays in processing critical actions.

Workforce ranks above several similar tools, as the all-in-one option is extremely beneficial for any HR department. I prefer having everything on one system instead of using multiple systems that do not communicate with each other.

Organizations should consider which key modules are required to function on a daily basis before making a purchase. Knowing this up front is important, as adding modules later can create instability in reporting and system performance. Ensuring compatibility with current workflows is also crucial for a smooth implementation.

Workforce has done a great job keeping up with technology advancements. The new AI feature for labor forecasting has been a significant improvement.

Workforce is ideal for any employer with at least 50 full-time employees.

One of the best features is its payroll interface. As the head of HR, payroll reported directly to me and I found it easy to train my team members on the system so that I had multiple back-ups for payroll processing. Another great feature is the reporting capabilities. Additionally, the employee life cycle was exceedingly easy to manage from recruitment to termination. This made it simple to keep track of employee information and make necessary updates in a timely manner.

It was in place when I arrived. It was purchased to manage the employee life cycle and process payroll.

There were data migration errors when the systems were updated that required manual fixes. In addition, we often had to remind them of minimum wage changes in differing cities within Washington state. Finally, we had to hire a full time HR analyst to ensure data integrity.

They are extremely user friendly and the fly out for earnings are really easy to use to catch errors before they happen.

Some items to think about how you will use it to ease the transactional work on our team and to make sure you purchase all of the modules you need. You may want to consider consolidating your Payroll and HR Analyst positions after implementation.

They update their systems and user interface proactively to keep up with regulation and mini-wage changes.

Healthcare

• 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.

It is user friendly. It is easy to teach it to employees outside of our Human Resources department. There are so many features!

We bought Workday to ensure we had a financial system that would work with our HR systems. This helped us accurately run payroll. We use this Workday for storing the employee information, such personal details, previous employment details and contact details. It helps to track the goal setting to yearly appraisal feedback. We can easily be able to track the compensation revision history as well. It is a highly secured website. It requires a password + additional two security questions to login. This ensures the additional safety of the data.

It can be confusing to navigate at times. That is partially the software itself but more so how our team decided to set everything up. We are still adding more and more and making this process better for our users.

I would consider it very similar to Paycom. I would recommend Paycom over Workday by a slight margin.

Workday is an excellent choice if you are the owner of a business with 250 to 1,000-plus employees and require workforce management tools (onboarding and training, scheduling and leave management), as well as HR analytics tools (pay management and performance evaluation and management)

It has evolved to take on more employees with little effort.

Human Resources, Management, Financial Department

Rippling's user interface is exceptionally user-friendly, with appealing graphics and straightforward instructions, which differentiates it from other more complex HRIS systems. Our employees find it easy to navigate and locate what they need. The modular approach of Rippling, allowing us to activate features as needed, is highly beneficial. Additionally, Rippling's customer service has proven to be responsive and thorough.

Our organization was grappling with highly manual HR processes such as payroll, benefits administration, timekeeping, and time-off requests, which were prone to errors due to being handled via Excel spreadsheets. As our organization continued to grow rapidly, we required a tool that could automate these processes in a user-friendly manner with minimal implementation time. We have been using Rippling for almost two years now.

We find ourselves renegotiating the cost of our contract annually, with sales representatives often pushing for us to add new features instead of facing a price increase. While custom workflows are beneficial, they can be challenging to set up without a clear understanding of the functionality. The payroll function's inability to handle retroactive pay is a significant drawback, requiring manual calculations on our part.

Rippling stands out due to its ease of use and engaging user interface, which makes it more appealing to employees compared to other HRIS systems I've encountered, which often appear sterile and are not intuitive.

When choosing an HRIS, consider both your current needs and future growth. Be wary of systems that might become obsolete as your business evolves or require additional purchases to meet new needs. It’s also crucial to consider the system's cost structure, especially if your organization experiences high turnover or expects significant growth. Lastly, evaluate how user-friendly and engaging the system is for your employees, as a difficult or dull interface might deter them from using it effectively.

Rippling actively responds to customer feedback, making regular recommendations for system upgrades or new modules based on our specific needs. They have significantly improved their Applicant Tracking System (ATS) by incorporating suggestions from users like us during their annual updates.

Rippling is particularly well-suited for small to medium-sized organizations looking to automate their HR processes comprehensively. It's easy to implement, requiring only a small team, and manageable even by a modest HR department.

It makes training compliance much easier for us. It is good for large enterprise environments. It is highly customizable.

My organization bought SAP-Success Factors to use as an LMS tool. We've been using it for about 4 years. Prior to using SAP-Success Factors, getting our large pool of employees to complete mandatory training was difficult. Now we can create our own training content and manage its delivery much more easily. It also allows us to track compliance on training more easily.

It can be difficult to get the support we need from our SAP representative quickly. It is so customizable that it can be difficult to predict the effect of small changes to the software. The integration with reporting can be slow.

Success Factors is very robust and highly customizable, and that differentiates them from competitors.

You should consider the cost, and it can be prohibitive for smaller organizations. It is also so customizable that you will need someone on staff to become an expert to really use it to its fullest. It's also good to consider if you actually need a product this customizable or whether something more plug-and-play would work better for you.

We are constantly meeting with our SAP rep to tweak our setup. They are willing to work with us on this, but it is sometimes a lengthy process.

Success Factors is great for a large enterprise-level organization that needs highly customizable software.

Automatic publishing and removal of job postings across multiple platforms simultaneously with one click.

Emailing and texting applicants using customized templates via Paycor, with the option to schedule sending emails and texts.

Tracking applicants through the pipeline and the ability to set reminders to monitor and follow up with applicants.

Paycor and Paycor Recruiting were subscribed to by my client prior to my being hired. The HR Manager uses Paycor's core module, and I primarily use Paycor's Recruiting module. I have been using Paycor Recruiting for over 18 months and primarily use it to post job openings, automatically filter applicants using screening questions, and track and communicate with applicants through the pipeline.

Limited ability to customize the pipeline stages to align with our workflow.

No ability to bulk download applicant resumes for offline viewing.

Limited ability to customize visualizations within the app, so we must export the data and develop visualizations using third-party tools such as Power BI.

I have limited experience with their competitors.

I would recommend thinking about your organization's workflow and how customizable the tool is, i.e., whether you can customize the tool to align with your organization's workflow (and not the other way around).

I would research the type and responsiveness of support the company offers. For example, Paycor only offers email support, and while they have been able to answer most of our questions within a few days, it would be helpful to have the option of speaking with someone on the phone.

Not to my knowledge.

I'm not sure how to best answer this question since I am not familiar with all of Paycor's services or the full range of needs across different HR teams.

Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.

We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.

Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.

Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.

The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.

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

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

Our use of Zoho People was part of a larger bundle that included multiple Zoho systems like CRM, Sign, and Learn. We paid just over $2K monthly for access to these tools, with CRM being heavily utilized by the team.

The main advantage was the cost-effectiveness of the bundled package. If not for that, Zoho People wouldn’t have been our first choice. A user-friendly interface is important to us since our demographic is predominantly millennials, followed by Gen Z.

Ease of use and modern design were key factors in our selection process, which ultimately led us to transition away from Zoho People.

The company I worked for used Zoho People for three years since it aligned with Zoho CRM, a tool the sales team already used. It was the logical choice to stay within the same ecosystem. It also offered many free features that met our initial needs as a startup. As the company grew, we required more advanced functionalities, which eventually led us to transition to a different HRIS system.

The user interface was not as intuitive as other systems I've used as an HR leader. Navigation often felt outdated and clunky. Customization options were limited compared to competitors.

It’s not on my list of preferred HRIS platforms. It does the job and works well for companies just starting out that need a basic system for storing personnel files, providing easy employee access, and offering competitive pricing. From both a backend and user perspective, it’s not ideal. I would still choose other HRIS options like BambooHR or HiBob.

Usability should be the top priority. I’ve launched several HRIS platforms, and at the end of the day, employees need to actually use the system. No matter how great the backend is for HR or how competitive the pricing may be, if the user interface is too complicated, adoption will be a challenge. The system’s overall aesthetic should align with the company’s demographic to support engagement and success.

It improved over the time we used it, but the challenge was that competitors remained ahead of the curve. This made it a tough business decision to stick with Zoho People while waiting for it to catch up. Since we migrated out in December, I’ve noticed significant interface changes, but not enough to make me regret leaving the platform.

Zoho People is a good fit for teams already using Zoho CRM, as it makes sense to keep everything within the same ecosystem. It’s a practical choice for companies looking for a cost-effective, all-in-one solution. I personally think the interface seems to cater more to older generations. It sometimes feels like an elevated version of what AOL Instant Messenger would look like.

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

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

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

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

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

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

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

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

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