10+ Best HRMS Software Systems in 2025

• BambooHR is intuitive and easy to navigate for both HR teams and employees.
• It streamlines onboarding and automates new hire paperwork and onboarding checklists.
• It centralizes employee data and keeps all HR information secure in one accessible system.
• Its robust time-tracking simplifies PTO requests, approvals, and accrual tracking.

Our organization implemented BambooHR to streamline and improve our HRIS processes, including time tracking, benefits management, and payroll. The platform is intuitive and user-friendly for both HR teams and employees.

We valued its ability to centralize all HR functions in one place, which significantly improved our onboarding process for both exempt and non-exempt employees. As we expanded across the U.S., Canada, Belgrade, and LATAM, BambooHR proved to be a scalable solution.

Employees also appreciate the self-service capabilities, which promote transparency and efficiency. Headcount and attrition reports are easy to access and analyze, supporting better data-driven decision-making.

We have been using BambooHR for over five years, and it has significantly improved the overall effectiveness of our HR operations.

• BambooHR payroll is only available in the U.S., which is not ideal for global teams.
• Add-ons like time tracking and performance management increase the cost and are not included in the base price.
• It is more suitable for small teams, as it lacks advanced recruitment features.
• BambooHR’s customer support can be slow to respond at times and provides limited help with more complex issues or customizations.

BambooHR is widely recognized for its clean, intuitive user interface, making it easy to use for both HR teams and employees. Unlike competitors like ADP or SAP SuccessFactors, which offer more features but can be complex to navigate, BambooHR is designed specifically for small to mid-sized businesses—typically 25–500 employees.

It is a simple and agile solution that doesn’t require a dedicated HRIS team, unlike enterprise-level tools like Workday or Oracle HCM. One of its key strengths is strong employee self-service capabilities for managing time off, pay information, documents, and updates.

While platforms like Rippling and Gusto offer broader feature bundles, including IT management and payroll, BambooHR focuses on providing a solid, affordable core HR system that works well for organizations with straightforward HR needs.

When buying an HRIS tool like BambooHR, several important criteria should be considered. First, evaluate whether the system covers your core HR needs, such as employee data management, time-off tracking, and compliance features.

Ease of use is critical—both HR staff and employees should be able to navigate the platform easily. Scalability matters if your company plans to grow or expand internationally. Make sure the tool integrates with your existing software, such as payroll, applicant tracking, or communication tools.

Payroll and benefits administration are also key if you're looking for an all-in-one solution. Reporting and analytics should allow for useful insights into workforce trends and performance. Employee self-service features save time by allowing staff to update information and request time off independently.

Understand which features are included in the base price and which require add-ons. Lastly, reliable customer support and strong security features are essential.

In late 2024, BambooHR launched the Ask BambooHR AI assistant, a smart tool that uses company data to provide employees with quick and accurate answers to common HR questions. This feature enhances employee self-service and reduces the workload on HR staff.

BambooHR also improved the paystub experience by allowing employees to download multiple paystubs at once, filter by date range, and easily access year-to-date totals. To help HR teams stay organized, the platform introduced advanced document management features such as multi-level folder organization, drag-and-drop file uploads, and enhanced search functionality.

Reporting capabilities were expanded with a “Recent” section for quick access to frequently used reports, a “Favorites” feature to bookmark key reports, and improved options for sharing and managing custom reports.

BambooHR is well-suited for small to mid-sized organizations, typically those with 25 to 500 employees, looking for a straightforward and easy-to-use HR management system.

It works best for companies that want to streamline core HR tasks like employee data management, time-off tracking, and onboarding without the complexity or cost of enterprise-level software.

It’s ideal for businesses that value employee self-service and need a platform that supports remote or distributed teams, especially across the U.S., Canada, and other growing international locations.

It was simple to enter time. Running pre-payroll was straightforward. The reports were easy to review.

The organization I consulted for initially bought Paylocity for payroll management when it had about 50 employees. I have personally used it as a contractor for receiving payments and later as an administrator. Most recently, I was an administrator for five months before transitioning the company to ADP.

A primary benefit was the ease for employees to log their time, and payroll processing was fairly simple. Although the tool offered additional features, these were not activated, limiting its functionality for other HRIS tasks.

It also lacked an active e-verify setup, although that option was available, indicating the person who selected the product did not receive adequate guidance from the implementation specialist.

Companies with fewer than 100 employees did not have a dedicated contact person. When I reached out with questions, the answers varied depending on who responded, with some being incorrect.

No one provided guidance on how to implement additional features, such as HRIS and e-verify, for a more robust system. It was also much more expensive than the full ADP system, which I later implemented and found more comprehensive.

I found the lack of customer service frustrating, and the previous HR person, who hadn’t managed implementations, received inadequate support. Getting questions answered was challenging, with email inquiries often redirected to someone who never responded.

Personally, I prefer ADP, and for small companies with only payroll needs, Gusto is a good, user-friendly option.

Budget is critical; evaluate the value provided for the cost. Confirm that the features you’re paying for are activated. This tool is not recommended for companies with fewer than 100 employees.

The company appears to have expanded too quickly, and high employee turnover suggests they may struggle to meet the needs of complex organizations like ours, which involved unique requirements for doctor-owners.

It is best suited for organizations with over 100 employees and simple payroll needs.

• Seamless integration between HRIS, Payroll, and Recruitment.
• Employees being able to recognize other employees company-wide is great for morale.
• Easy access to information and registration for employee benefits.

We bought Paycor because of my prior experience using the program. We also appreciated the integration of the ATS system with the payroll and HRIS systems. The benefits platform is efficient and comprehensive.

I have personally used Paycor on and off for about six years. The tool addressed our need for a unified platform to manage various HR functions effectively.

• I dislike the lag in upgrades to the mobile app.
• It isn't as consistent as I would like.
• Some mobile features lack the reliability of the desktop version.

Each HR/payroll module you purchase comes with a team of experts who work with your teams to develop a system that suits your company and its processes. Much of the system is customizable, and clients have access to back-office tools they can configure themselves. It performs more like a dynamic system rather than a static one, where upgrades are difficult.

Paycor works better for larger organizations. If your company has varied pay plans or union payroll, Paycor is excellent for customizing non-standard payroll needs. Need to know whether employees have clocked in, clocked out, or are on lunch? The system provides real-time status reports. Looking for better management tools? Paycor delivers key information throughout the day, updating continuously.

Yes, definitely. They keep you informed about updates and changes and are open to suggestions you may have for improvements.

Medium to large organizations with unique payroll needs. Companies that want to improve the delivery of recruiting information to hiring managers and candidates. It is highly effective in these areas.

Leave management and payroll functions made Rippling’s cost worthwhile. Hiring administrators for those functions would have been more expensive. I-9 and W-4 compliance became a much easier process and saved time and effort.

Rippling also offered background checking, training reminders, and anniversary reminders, which helped improve employee satisfaction.

My former company used Rippling for about three years, and I used it for one year. Rippling provided a solution for streamlining payroll and onboarding processes. The main attraction was that it replaced several software tools that were previously used.

The integration into the work cycle was easy and user-friendly. The automation and consolidation of systems eased the burden on different departments that needed to stay in constant communication.

Some of the workflows were not intuitive and were complex to set up. While the cost was reasonable at the time, it has been rising. Support tickets did not always receive fast responses.

Many departments could use Rippling. Most competitors only offer payroll or HR solutions.

Compare the cost of Rippling to the cost of hiring individuals to perform each function manually. Consider the organization’s overall goals. If the goal is to integrate departments and streamline processes, Rippling is a strong option.

Customization has improved and is helpful.

A large workplace. A small or midsized company may not find Rippling worth the cost.

We selected Ceridian primarily due to the level of customization that could be done. The secondary factor was value - what we received for the cost. The third advantage was that it was easy to use and train users in a decentralized workforce.

Our organization was paper-based with numerous tools and systems that didn't communicate with one another. The goal was to gain efficiency and make it easier for managers at the 200+ locations to manage workflow for the onboarding, maintenance and offboarding of over 4000 employees. Ceridian eliminated employee paperwork, consolidated payroll, HRIS, benefits, and time and attendance, not to mention the ease of approving employee changes such as promotions, transfers and terminations.

Some of the items I wish were improved with Ceridian have to do with support. During implementation, you have a high level of support but afterwards, you need to get into the ticketing system to get support and it takes a long time to resolve issues through it. The reporting feature is difficult and requires significant training, there is nothing intuitive. If you need help with a report or changing a config in your system, everything has an additional cost.

Ceridian had a skilled implementation team that was higher performing than some others I've worked with in the past. They took time to understand detailed requirements and worked with us side by side to get the customizations in. It was overall a positive experience.

I'd suggest that you consider how your current processes can be streamlined and not just design workflow with how it's done today. Look at existing tools that might be able to be eliminated for cost savings. Lastly, make sure that you have $ in your budget for an HRIS administrator to oversee and manage the system post-implementation.

I've seen many changes and expect that they will continue to evolve. The introduction of mobile access was a game changer, especially for a workforce like ours where the employees did not use the desktop application often. There is also a forum where users can make suggestions and the dev team will look there for features to build out in future releases. I expect that with the increased use of AI, that the tool will leverage that to improve the already efficient processes.

I would suggest this tool for a large organization. Cerdian is not the least expensive option out there, but if you need customization and can eliminate other tools, or benefit from the integration, you'll see some savings. It is a great solution for a high turnover workforce such as hospitality as it's easy to use and handles the volume with ease.

• 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.

Pros:

- The information you can get access to is extremely helpful

- The UI/UX is very clean

- All-in-one type solution

Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.

I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.

Cons:

- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly

- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes

- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)

- If you don't have the right access controls, it is borderline impossible to do your job effectively.

The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.

- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.

- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.

It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.

HR Business Partners, HR Operations, Finance, Compensation, and C-Suite

UKG is a comprehensive solution when looking for an HRIS. It also has favorable integration capabilities with other systems. I also appreciate that UKG is a scalable system that allows your business to expand as needed.

I used UKG with a past employer in the transportation industry. We implemented it and used it for several years. We selected UKG due to the fact that the transportation company I worked for had a few separate subsidiaries in different states under the primary corporate umbrella. UKG was able to handle the complexity that came with managing a distributed workforce under multiple EINs. The taxation functionality was particularly helpful for their mobile and transient 1099 workforce.

UKG would benefit from expanding its reporting and data analytics capabilities. Other competitors have more robust tools and functionality In this area. The cost for this platform has also been an obstacle for smaller organizations.

No HRIS is perfect and has the solution for all employer pain points and needs. That said, UKG is very versatile and flexible to customize and modify to the needs of different types and sizes of businesses.

People should consider scalability, integration, cost, and ease of use. These will be critical, especially for companies planning on growing and expanding their workforce. Also important not to “over buy” modules that the business may not be ready to utilize yet. Scale its functionality as the business grows and matures.

UKG has moved to a cloud-based platform and developed a mobile app

UKG would be a great HRIS platform for companies of all sizes but especially for those looking for flexibility and to scale.

• Easily application process for leaves: You can apply for leaves according to the leaves calendar, and things are easily trackable.
• Events can be created and notifications are broadcasted through open channels.
• Salary slips and payroll information: Getting payslips and salary information is easy. It also provides a dashboard and shows downloadable payslips, which are easily accessible.

Not Zoho People exactly, but we purchased the full ecosystem of Zoho, called Zoho One, which consists of several tools that we wanted. From their (Zoho) demo, we liked the interface and capabilities of most of the tools. We were looking for a platform through which people can get most things under a single umbrella, so we had the demo, used it for a month, customized it to our liking, and they delivered. That’s when we decided to subscribe for a whole year.

Zoho People is full of features. The only con is the UI. Besides that, the software is really future proof. I’d suggest for the dev team to build in smarter UI features.

I have used Darwinbox and SugarCRM, but this software has way more added features to make things easy for the employees and the HR management.

The tool is expensive, if you have a large pool of employees then it would be great if you could talk with their representatives and ask for a discount. But it's well worth it. My only suggestion is get the demo, use it, if you think it's worth the price, go for it.

Yes, I have used it before, but back then there were a lot of bugs. But now the software has become smoother and easier to use.

If you are managing a big pool of employees.

Creating reports in Namely is straightforward, even for users with limited technical experience. The time and labor module is intuitive and easy to demonstrate to employees. The visibility and layout of the homepage make navigating the system fast and user-friendly.

I worked for a small FinTech company that used Namely. They picked Namely because it was an easy-to-use tool and was perfect for our business structure. We (the HR Team) liked how it was easy to enter new employees and update existing employees' information.

We also had a few nonexempt employees, so we used their timekeeping system, which was also simple. We also used announcements like our social media, so we didn't have to design an Intranet.

The system lacks innovation and hasn’t kept up with some newer HR platforms in terms of features and design. The interface feels a bit outdated, especially compared to more modern alternatives. Customer support was sometimes difficult to reach, which could be frustrating when time-sensitive issues arose.

Namely is a smaller and more simplified platform compared to other tools like UKG or ADP. It works well for small companies that need a streamlined system without too many bells and whistles. While I prefer UKG or ADP for their broader functionality and scalability, Namely stands out for being approachable and easy to manage for less complex HR operations.

When evaluating this kind of tool, it's important to consider the size and complexity of your organization. Namely works best for small businesses that don’t require highly advanced features or custom-coded reports. If you're expecting rapid growth or need to manage complex data, you may quickly outgrow it. Simplicity and ease of use should be top considerations if you're leaning toward Namely.

One noticeable improvement has been quicker service request response times. The company seems to have made an effort to address support speed, which enhances the overall user experience, especially during critical periods.

Namely is ideal for HR teams and general employees in small to mid-sized companies. It suits organizations that need an easy-to-use system without requiring extensive setup or ongoing technical support.