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Best Payroll and HR Software

Best Payroll And HR Software (2024)

The best payroll and HR software, hand-picked for enterprises and SMBs, along with benefits, pitfalls, FAQs, and more.

Huda Idris
Written by
Huda Idris
Technical writer, B2B software advisor, and marketing strategist
Contributing Experts
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Last Updated: Mar 28, 2024
TOP
Modern Payroll and HR Tool
Gusto
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Visit Website
TOP
Modern Payroll and HR Tool
Gusto
4.0
Popularity Score
4.0
User Score
4.1
Product  Score
Learn More
TOP
HR & Payroll Solutions for US-Based SMBs
Paycor
4.1
Popularity Score
4.2
User Score
4.0
Product  Score
Visit Website
TOP
HR & Payroll Solutions for US-Based SMBs
Paycor
4.1
Popularity Score
4.2
User Score
4.0
Product  Score
Learn More
TOP
AI-Powered HR and Payroll Software
UKG
4.0
Popularity Score
4.2
User Score
4.1
Product  Score
Visit Website
TOP
AI-Powered HR and Payroll Software
UKG
4.0
Popularity Score
4.2
User Score
4.1
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Payroll and HR Software

The field of human resources is among the fastest-growing fields in the United States. This has consequently added complexity and nuance to the work of human resource management professionals. As more emphasis is placed on enriching the employee experience, niche areas have emerged SaaS for Human Capital Management. 

You might have seen HR software that’s solely built for specific HR processes like benefits administration or performance reviews. But what if you need an all-in-one human resources management system that caters to your company’s needs? How do you sift through the barrage of information that’s out there on the internet and choose the best management software for your team? You use a guide like this one, since we did the hard part of researching for you. 

Be it small businesses or large corporations, the one thing that’s a must for every company is that its employees are getting compensated accurately and on time. A good payroll software takes care of this. But what’s even better is a management solution that not only helps a company with payroll processing but also acts as an all-in-one HR system that lets you streamline core HCM tasks such as onboarding, time tracking, talent management, performance management, among others. 

We’ve put in hours of research to come up with a list of the best payroll processing and HRMS vendors to help you choose an HR software that’s best suited for your company. This list has been arrived at by judging these HR solutions on various metrics including but not limited to their user interface, functionality, pricing, and customers. To help you make a calculated decision, we’ve also included the pitfalls, benefits, ROI, implementation, and more.

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Best Payroll and HR Software

Gusto

: Modern Payroll and HR Tool

Paycor

: HR & Payroll Solutions for US-Based SMBs

UKG

: AI-Powered HR and Payroll Software

ADP

: Longstanding Payroll & HR Software Company

Zenefits

: HR and Payroll Software Known for Good UI

Namely

: HR & Payroll Software with Talent Management Features

WorkDay

: HR, Payroll, Finance, and Planning for Enterprises

BambooHR

: Popular HR and Payroll Tool for SMBs

OnPay

: Core HR Solutions & Payroll and Taxes

Rippling

: All-in-One HR Management Platform

Our Criteria: Here's How We Chose The Best Payroll and HR Software

To bring you the best payroll and HR software options, we conducted extensive research and leveraged our expertise in the industry. We've been following and demoing numerous software solutions over the years, so we’ve seen hundreds of payroll and HR tools. This guide showcases several that combine the two categories, HR and Payroll.

With the help of our community of HR experts, who often share their experiences with each tool in various organizational settings, we were able to select the very best. Three of the most important criteria we evaluated these tools on are: workflow automation, payroll processing, and core HR features.

  • Workflow Automation: We prioritized solutions that offer robust automation capabilities, enabling HR professionals to save time on repetitive tasks. The selected software options provide intuitive workflows and can automate key tasks such as onboarding, employee data management, PTO calculations, leave requests, and more.
  • Payroll Processing: We filtered for payroll and HR software that excels in this area, ensuring robust yet user-friendly payroll processing for businesses of all sizes. The chosen solutions offer comprehensive payroll management features, including tax calculations, direct deposit capabilities, payroll reporting, and integration with accounting systems.
  • Core HR Features: These tools are great for payroll, but do they get HR right? We handpicked those offering the greatest range of core HR features to support your organization's needs. Most of these tools are fully-fledged HCM systems, enabling you to efficiently handle all aspects of employee management in one centralized platform.

To learn more about our comprehensive evaluation process and discover additional insights on selecting the best HR tech, we invite you to read our piece on how we select the best HR tech.

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Compare the Best Payroll and HR Software

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

Gusto

Most Popular
4.0
Startups and growing SMBs with limited HR staff
Strong emphasis on automation to help time-constrained SMBs
Starts at $6/month/person
Yes
200,000+
4.0
4.1

Paycor

Most Popular
4.1
Fully-fledged HCM suite and seamless payroll for US SMBs
Covers all HCM needs while prioritizing employee experience
Custom Pricing
Yes
40,000+
4.2
4.0

UKG

Most Popular
4.0
Workforce management for SMBs and enterprises alike
Abundant HCM features offered through UKG Ready & Pro
Custom Pricing
No
80,000+
4.2
4.1

ADP

Most Popular
4.0
Large teams (1,000+) needing personalized payroll services
Numerous resources to provide a white-glove payroll service
Custom Pricing
Yes
35,000+
3.0
3.6

Zenefits

Most Popular
4.0
SMBs in the US looking for a basic and easy HRIS
Simple HR workflows + payroll with great UX
Starts at $8/employee/month
Yes
10,000+
3.9
4.0

Namely

Most Popular
4.7
Middle-sized growing businesses in the United States
You get an HR system with the option for a managed service
Custom Pricing
No
12,000+
4.1
4.6

WorkDay

Most Popular
4.0
Managing payroll for businesses with 250 or more employees
Payroll + workforce management tools for large teams
Custom Pricing
No
10,000+
3.9
4.0

BambooHR

Most Popular
4.6
Small and mid-market organizations with basic payroll needs
Highly customizable HR platform with a good payroll tool
Custom Pricing
Yes
30,000+
4.5
4.4

OnPay

Most Popular
4.3
Small business owners needing a straightforward payroll tool
No frills yet superb customer service via chat
Starts at $36/month
Yes
10,000+
4.8
4.7

Rippling

Most Popular
4.2
SMBs looking for an HRMS + payroll & other IT tools
Packs payroll, EOR, HCM tools, and more in a single hub
Starts at $8/employee/month
No
2,000+
4.2
4.1
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Best Payroll and HR Software

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Detailed Reviews of the Best Payroll and HR Software

Gusto

Visit Website
Gusto
Learn More
Popularity Score
4 / 5
User Score
4 / 5
Product Score
4.1 / 5

Why we picked Gusto

Gusto offers an affordable basic plan that is suitable for budget-conscious startups. At the same time, their premium plan is a good bet for companies that want to invest more in their employees’ skills. This is especially true in companies whose HR departments are very small.

PROS

  • Gusto has an eye-catching UI and multi-device compatibility.
  • Easy payroll for U.S.-based W-2 folks, domestic and international contractors.
  • Supports online signatures and automated tax filing.
  • Flexible payroll options for different schedules and unlimited pay runs.
  • Automatic deductions streamline benefits administration.
  • Streamlined hiring and onboarding process between HR and new hires.
  • Integration with CorpNet and Checkr for post-offer tasks.
  • Person-to-person phone support, email, and customer service resources. Licensed benefits advisors available for all plan users.
  • Transparent pricing and no long-term contracts. Free account setup.
  • Ability to create onboarding checklists send offer letters, and store documents online.
  • The dashboard feature keeps tabs on compliance tasks
  • The hiring and onboarding sequence is nicely streamlined between HR and the new hire
  • Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
  • Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
  • Person-to-person phone support, email, and other customer service resources
  • The business model is responsive to customer needs

CONS

  • Limited support for international employees.
  • No native accounting feature for tracking earnings and spending.
  • Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
  • Simplistic analytics dashboard.
  • Premium plan or add-ons required for federal/state compliance alerts and existing broker/health insurance integration.
  • No free trial available.
  • Gusto can support payments for international contractors, but not employees
  • No native accounting feature to keep earning and spending under the same roof
  • Analytics dashboard is simplistic

Gusto Review

Gusto UI is both aesthetically pleasing and user-friendly. The platform doesn’t offer mobile apps (except for its Wallet app), but being browser-based means it can “play nice” on all devices.

It supports online signatures and automated tax filing, streamlining essential administrative tasks. It also offers flexible payroll options, helping businesses accommodate varied pay schedules and perform unlimited pay runs.

Another notable advantage of Gusto is that it effectively syncs payroll with deductions. This feature saves time and ensures compliance with relevant regulations. Moreover, its integration with CorpNet and Checkr enhances post-offer tasks — a plus for those seeking better employee onboarding.

Gusto strongly emphasizes customer satisfaction through responsive phone and email support, live chat, and licensed benefits advisors for users of all plans. Plus, the setup is free!

Though it can manage payments for international contractors, full support for international employees is unavailable. Additionally, the software lacks a native accounting feature for tracking earnings and spending, so users must rely on external accounting solutions.

If you’re checking out  Gusto’s Simple plan, a heads up: it doesn’t have native time tracking or online signatures, so third-party integrations are needed. Advanced features like compliance alerts and integration of existing brokers are reserved for the Premium plan or offered as add-ons for the Plus plan. Simple plan users do not have the option to purchase these add-ons, which may limit their access to comprehensive compliance support and insurance integration.

Gusto Customers

American Canning, Matchless Builds, Citizen Pilates, Pain Clinic, Distant Moon.

Gusto Pricing

  • Simple plan: $40/month + $6/month/person
  • Plus plan (limited time sale): $60/month + $9/month/person
  • Premium plan: Customized options available; contact sales for pricing
  • Contractor-only plan (no W-2 employees): $6/month/person

Best For

Gusto offers an affordable basic plan that is suitable for budget-conscious startups. The top-tier Premium plan is highly recommended for companies willing to invest more in their human capital, particularly for those with a single-person HR department.

Gusto in action
Reviewer's Rating
8/10

I'm an HR Generalist, so I mainly use Gusto to add new hires, update salaries, and ensure that payroll is correct. I also use Gusto to disperse employee documents for signature/acknowledgment (Employee Handbook) and to store employment documentation (offer paperwork, background checks, etc.). Others on my team use it to run payroll and enroll in state tax registration.

What do you like about this tool?

I love their customer service, they always have an answer for you and make my job so much easier. The interface is fantastic, and the design is very appealing, which is a huge factor for someone that uses it quite often. I also really like the admin dashboard, Gusto will list outstanding tasks with their deadlines and will prompt you with helpful information to finish the task.

Why did your organization buy this tool, and how long have you used it for?

My company is a portfolio company for High Alpha Innovation. Gusto is the go-to HRIS for all portfolio companies. We have been using it since we started in 2020 and have even used it for one of our own portfolio companies. Gusto is a very easy-to-use tool that has fantastic customer support. When you're working for a start-up, you don't want to spend a long time on payroll and Gusto really helps with that. It's also very easy to set up a new instance of Gusto for a company - it took like two hours and was a painless experience due to Gusto's interface.

What do you dislike about this tool?

Sometimes the outstanding tasks aren't accurate, we recently had tasks pop up for an employee that has been gone for two years. This is very specific, but I wish that you could make some employee documents private to employees, all the documents you upload are automatically public and don't give you an option. I dislike their benefits -- we ran a quote before and it took a few weeks to get back the quote and it was incredibly expensive.

How is this tool different than their competitors?

The only similar tool I've used is a PEO called Justworks. I'm not sure if it's a fair comparison, since PEOs pretty much do everything for you. I will say, it was nice that you could set up Gusto in a day and run payroll the next day if needed. For Justworks, you have to wait until the system start date, which can be weeks later.

What Instructions should people think about when buying this type of tool?

I think that customer service is a huge buying criteria, especially if you have an inexperienced team. It's invaluable to have experts that you can call or chat with at any time. Cost is definitely a big factor that differs from organization to organization. It's sometimes worth it to pay a little bit more to make your life easier and that's what we've found with Gusto. Lastly, I think that it's important to have an easy-to-use system for both HR and employees. Payroll is VERY important which makes it vital to have a system that is easy to comprehend.

How has this tool changed or evolved over time to meet users needs?

Gusto has become more well-rounded over the years. Last year, they added performance reviews into the mix. It's definitely not perfect and not very customizable, but it's a free add-on, which can be a huge value to organizations that don't have performance management built out.

What specific type of user or organization is this tool very good for?

Small to mid-sized organizations. I think it could work for a small start-up, but would be better for slightly more mature organizations.

What specific type of user or organization would this tool not be a good fit for?

Gusto would not be good for a small startup that doesn't have someone with HR experience on its team. Definitely would recommend a PEO over Gusto.

Paycor

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Paycor
Learn More
Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4 / 5

Why we picked Paycor

Paycor not only takes care of your payroll management and HCM needs but goes over and beyond by providing predictive HR analytics to help you understand your employees’ trends and behaviors.

PROS

  • Paycor payroll solution and mobile app are both straightforward to use.
  • Intuitive self-service employee portal.
  • Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
  • Unlimited payrolls.
  • Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
  • On-demand pay is available for all plans.
  • With the acquisition of the people development platform Verb, it has improved its employee learning experience.

CONS

  • Undisclosed pricing.
  • Customer support is reported to be slow at times.
  • It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.

Paycor Review

Trusted by more than 29,000 businesses, Paycor’s HR + Payroll Software is made up of three HR management tools: A payroll system, an HR platform, and analytics. The payroll solution is laden with many incredibly useful features such as OnDemand Pay, AutoRun functionality, employee self-service, and tax compliance to name a few. 

There’s also a mobile app that helps you make real-time changes at the tip of your fingers.

Similar to its payroll processing counterpart, Paycor’s HRMS tool is driven by automation and also comes with features that let you view employee records, edit employee data, optimize performance reviews, and improve internal communication.

Paycor Customers

Paycor Pricing

Best For

Paycor in action
Reviewer's Rating
5/10

I use Paycor Recruiting to manage multiple job openings and candidate data. Specifically, to access different job postings and review candidate details, likely to determine if they are a good fit for the role. After identifying potential candidates, I use it to manage them throughout the recruitment cycle, moving them from one stage to another as appropriate. This process may include reviewing resumes, scheduling interviews, sending messages/emails, adding comments, and conducting background checks or reference checks.

It also provides a centralized platform for managing multiple clients and candidates since it has the ability to organize and track candidate data and makes it easier to identify the right candidates for the clients and move them through the hiring process more efficiently.

Overall, Paycor Recruiting is an effective tool for managing recruitment efforts, particularly for staffing firms or organizations with multiple clients. By providing a centralized platform for managing job postings and candidate data, Paycor Recruiting can help streamline the recruitment process, making it easier to identify top candidates and move them through the hiring process more quickly.

What do you like about this tool?

What I like about Paycor is that it provides a convenient way to manage and update information about job candidates all in one place. I also appreciate that I can communicate with candidates directly through Paycor, keeping track of past conversations and future interview plans. Additionally, Paycor makes it easy to sort through candidates based on specific skills needed for the job.

Why did your organization buy this tool, and how long have you used it for?

Our organization purchased Paycor to help address several key challenges we were facing in managing our candidate database and streamlining the hiring process. This led to inefficiencies in our recruiting efforts. By implementing Paycor, our organization hoped to have a centralized database that would make it easier to organize, search and sort through candidate data, ultimately leading to a more efficient hiring process.

Another key factor that led us to choose Paycor was its ability to help hiring managers process applications more quickly than was previously possible. With the volume of applications we were receiving, it was becoming increasingly challenging for hiring managers to review and respond to all of them in a timely manner. Paycor offered a suite of tools and features that promised to streamline the process, enabling hiring managers to identify and evaluate top candidates more efficiently.

Finally, as a staffing firm, we needed a tool that could help them manage the different clients we were working with within a single portal. Paycor offered a range of features that made it easy to organize and track client data, enabling us to manage relationships with clients more effectively.

What do you dislike about this tool?

I would like to express my dissatisfaction with the platform's outdated user interface design in comparison to other Applicant Tracking Systems (ATS) which are currently more in line with prevailing market trends. Additionally, I have noticed occasional lags in the tools when generating reports or retrieving candidates' information, which can be problematic. Another issue I have encountered is that the platform does not save the last search that was performed, which can be inconvenient and time-consuming.

How is this tool different than their competitors?

One aspect that I find particularly helpful is the ability to track a candidate's progress through various stages of the recruitment process, including the "Back Burner" stage, which is valuable when identifying a potential candidate for future hiring needs if not the present needs. Another advantage of Paycor Recruiting over other Applicant Tracking Systems (ATS) is the ability to filter candidates based on niche skills, which can be especially beneficial for filling specific job requirements. Finally, I appreciate the ease of use when generating and rolling out offer letters with Paycor, making the hiring process smoother and more efficient.

What Instructions should people think about when buying this type of tool?

When you are thinking about buying a recruitment or HR tool, there are some important things to consider. Firstly, you should think about the cost of the tool and whether it is affordable for your organization. You also need to make sure that the benefits of the tool outweigh the costs.

Secondly, you should think about the size of your organization. Some tools may be better suited to smaller or larger businesses, and you want to make sure that the tool you choose is easy to use for all team members.

You should also think about how many people will be using the tool, as this can affect the licensing and training requirements for the software. It's important to make sure that the tool can accommodate the number of users you need and that you have the resources to train your staff effectively.

Finally, you should consider where you will be posting your job openings. If the tool you choose isn't connected to popular job portals in your region or industry, it may limit the number of candidates you can reach.

Overall, if you carefully consider these factors, you can choose the right tool that meets your specific needs, budget, and goals.

How has this tool changed or evolved over time to meet users needs?

Paycor, as a human capital management platform, has made changes over time based on user feedback to improve its interface. Additionally, Paycor is willing to provide more demo sessions to help users understand its platform better. The platform has also made changes to accommodate big organizations, and started targeting those as their potential customers. Overall, Paycor has taken steps to enhance its user experience and meet the needs of its diverse user base.

What specific type of user or organization is this tool very good for?

Paycor can be particularly beneficial for small to mid-sized businesses that are looking for a user-friendly, cloud-based HR solution that can streamline their HR processes, including payroll, benefits administration, time and attendance tracking, and compliance management. Additionally, Paycor can be useful for companies that are looking for tools to manage employee onboarding and development, as well as those that require custom reporting and analytics to make data-driven decisions.

What specific type of user or organization would this tool not be a good fit for?

Paycor may not be suitable for large organizations with complex HR requirements, as they may need more sophisticated HR software to handle multiple departments, locations, and employee types. Additionally, organizations that do not use technology for their recruitment and HR processes may not benefit from Paycor's features and functionalities.

UKG

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UKG
Learn More
Popularity Score
4 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked UKG

Easy to navigate and customizable to your business needs, UKG’s Payroll and HR Software provides you with all the HR services under one roof. Their customer support team that’s available on a payroll hotline and chat are worth mentioning.

PROS

  • Super robust product, packing years of experience with HCM and Workforce Management technology 
  • Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.

CONS

  • Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool. 
  • Similarly, ​​UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.

UKG Review

UKG has a variety of HR product suites. If you’re looking for an HR software that combines transformative HR technology with robust payroll functionality, then UKG Pro is their HCM solution you should keep an eye on.

UKG Pro takes care of four key areas and those are payroll processing, talent acquisition, learning, and employee voice. One of its most coveted aspects is its intuitive navigation. You can get all your information on the very first page, with just a single click. 

It also has a mobile app that your employees can use to do a variety of things such as being able to request time off or pulling old pay stubs.

UKG Customers

UKG Pricing

Best For

UKG in action
Reviewer's Rating
3/10

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.

What do you like about this tool?

Honestly, I do not like UKG, but these are 3 pros:

  1. The org chart is nice to be able to see who each person reports to (although only HR is able to see it)
  2. The HR checklist tasks are useful to keep track of tasks.
  3. The ability to filter reports before exporting is useful.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?
  1. Pulling reports is so complicated. It is not streamlined at all.
  2.  When conducting payroll, we get LOTS of error flags that we have to go through (and by LOTS I mean 75-100)
  3. The org chart is only accessible by the HR dept.
  4. 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.
How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of 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.

How has this tool changed or evolved over time to meet users needs?

No. The customer support has not been helpful to us.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

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.

ADP

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ADP
Learn More
Popularity Score
4 / 5
User Score
3 / 5
Product Score
3.6 / 5

Why we picked ADP

Easy to use, 24/7 support from payroll experts, seamless integrations, – ADP is packed with interesting features that will elevate your business like nothing else.

PROS

CONS

ADP Review

Instead of obfuscating a first-time user with unnecessary details about their HR services, ADP asks you a few simple questions and fetches you a customized HR solution that would best suit your organizational needs.

ADP’s payroll and HR software known as RUN is easy to use, has a clean user interface, and yet contains so much depth in terms of features. From personalized payroll to AI-powered error detection features for tax compliance, ADP lets you seamlessly run payroll, track time & attendance, helps you with workforce management, and much more.

ADP Customers

ADP Pricing

Best For

ADP in action
Reviewer's Rating
8/10

We use ADP to manage payroll. It is also used to provide affordable benefits. The HRBP helps to ensure we remain compliant and provides resources as needed. In addition, the helpline is always available. The MyLearning tool has also provided hundreds of training sessions.

What do you like about this tool?

The pros of using ADP are having an HRBP and a Payroll Advisor who works directly with you. The HRBP has been great at ensuring that we are following the proper guidelines for our HR-related issues. Having a payroll advisor gives us direct 1:1 support while doing payroll. It has also been great for updating our employee handbook, I love the way they make sure our policies are up to date as new policies develop.

Why did your organization buy this tool, and how long have you used it for?

We have been using ADP since 2017. As a small nonprofit organization, it was important to find a PEO. This helped with lowering the cost of benefits for our staff as well as managing our payroll. It has also provided us with endless HR resources.

What do you dislike about this tool?
How is this tool different than their competitors?
What Instructions should people think about when buying this type of tool?

When thinking about buying this tool, think about your company’s specific needs. Take into account the size of your company and what your expectations are. Be sure to have a budget that shows what your company will pay for benefits versus your employees. Think about what HR resources you are interested in (will you solely rely on ADP or will you also have in-house assistance)? Thinking about these things will help you when speaking with the representatives.

How has this tool changed or evolved over time to meet users needs?

Over time we have been able to upgrade from Total Source to WorkForce Now. This has allowed us to have better reposting and made it easier on our accounts when submitting payroll. It has saved us a ton of time with spreadsheets. ADP is great at keeping you up to date on ungraded to their system. They have also evolved their MyLearning tool which provides a ton of training and now they have more live training and even in-person leadership training.

What specific type of user or organization is this tool very good for?

I feel like ADP can be useful for any size organization, it all depends on the needs. Whether it’s for part of the platform or the entire platform they have something to suit everyone’s needs.

What specific type of user or organization would this tool not be a good fit for?

Zenefits

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Zenefits
Learn More
Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Zenefits

Seamlessly integrated across all levels, what separates Zenefits from other HR systems is that it has built-in compliance, dozens of pre-built integrations, and a fully functional mobile app for both employees and HR managers.

PROS

  • It’s one of the top names in HR tech and payroll software for American small businesses. 
  • Their platform is one of the best-looking and easiest to figure out among the sector. 
  • Zenefits can grow with you. Its pricing plans allow you to pay and tweak as you go, add certain modules when you need them, or get rid of them if you don’t.

CONS

  • As oriented to small businesses as the tool is, it doesn’t give you the chance to create a custom bundle of the services and/or modules you’d like to have. For instance, Zenefits does not offer a standalone ACA module. Therefore, you will need to purchase an entire HRIS plan if you want to access that offering.
  • In addition, Zenefits focuses on small to mid sized companies. If you're an enterprise organization, you may want to consider another option. 
  • Zenefits is also rather focused on the US market at this point. So, if your team is mostly in another country and you need more of a local know-how, it might not be the best bet for certain modules like payroll and benefits.

Zenefits Review

With a slick user interface and tools that span across the entire employee lifecycle, Zenefits has everything you need to manage your people with ease. Its payroll is packed with advanced features and is built to serve every company’s unique needs.

Unlike most HR platforms, Zenefits’ payroll system automatically syncs with other HRMS tools, saving your bandwidth for more important tasks. From streamlined onboarding and easy PTO, Zenefits packs several essential HR tools into one place.

Zenefits Customers

Zenefits Pricing

Best For

Zenefits in action
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Namely

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Namely
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Popularity Score
4.7 / 5
User Score
4.1 / 5
Product Score
4.6 / 5

Why we picked Namely

What makes Namely stand out from its competitors is that it’s highly customizable, easy to implement, and has unmatched customer service. Namely is also very scalable and would smoothly grow with your team.

PROS

  • Navigating Namely poses minimal challenges for most users, with an intuitive and notably clean UI despite its extensive feature set.
  • Users commend Namely's employee onboarding module, which employs a user-friendly wizard to facilitate swift and clear onboarding for new hires.
  • In addition to its inbuilt data management, recruiting, onboarding, time off tracking, payroll, and benefits administration features, Namely offers managed payroll and benefits administration services, relieving internal teams of heavy burdens.
  • The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features. 
  • Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do. 
  • Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams. 

CONS

  • Namely predominantly caters to the U.S. market, limiting its suitability for international businesses.
  • While users applaud its user-friendliness, implementing Namely can be time-consuming, with an average implementation period of 6-8 weeks, as reported by the platform.
  • Lacking features for employee development like skill training, career pathing, and succession planning, Namely falls short in this area given its scope.
  • Prior to adoption, verifying compatibility with your existing benefits provider is essential, as some users have reported instances of Namely encouraging them to switch providers, sometimes resulting in increased costs.
  • Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
  • Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
  • For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc. 
  • You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more. 

Namely Review

Namely aims to help you stay on top of your job and free up your time to focus on innovative people strategies. This cloud-based HR software consists of enhanced payroll services, compliance tools, benefits insurance expertise, and tools for employee engagement. 

Apart from handling your core HR needs, Namely also offers pre-built integrations with an ever-growing list of partners. But what’s even more compelling is that if you don’t find an integration you need, you could build your own integration through Namely’s secure API. 

Namely also has an amazing and active client community you could reach out to if you want an insight into the best practices.

Namely Customers

Namely Pricing

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Namely in action
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WorkDay

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WorkDay
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked WorkDay

Trusted by the world’s leading companies, Workday runs on automation and innovation to help you save time and money. Its advanced analytics tools can benefit HR teams at even the largest companies.

PROS

  • Accessible customer support from the community, live chat, and telephone.
  • Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
  • Configurable dashboard with AI and ML-driven insights.
  • Ability to maintain real-time alignment of budgets and workforce plans.
  • SOC 2 Type 2 compliance.

CONS

  • Undisclosed pricing.
  • No free trial for its talent management software.
  • Time-consuming implementation period (average 4.5 months).
  • Challenge navigating for first-time users may require training.
  • Issues with logging in were reported by users.

WorkDay Review

Designed to fuel your acceleration in a changing world, Workday aims to overcome the limitations of an Enterprise Resource Planning system, commonly referred to as an ERP. Workday has many products and solutions but if you’re on the lookout for a payroll and HR solution that would help you optimize the time, talent, and energy of your people, their Human Capital Management system is worth checking out. From creating customized compensation programs to augmented people analytics that give you insights from vast data sets – Workday’s HCM suite is packed with extremely powerful tools.

WorkDay Customers

WorkDay Pricing

Best For

WorkDay in action
Reviewer's Rating
7/10

I use Workday everyday. The key workflows I use Workday for are to manage all my open requisitions. I post jobs on Workday, disposition candidates and run daily reports on recruiting metrics per requisition. Workday does a good job with your dashboard. This screen will show all your open requisitions and any projects or timelines you choose to add. It is also very easy to add templates to Workday per requisition to help save time when you take action on a particular candidate. I initiate background checks, reference checks and offer letter proposals and submittals through Workday as well.

What do you like about this tool?

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

Why did your organization buy this tool, and how long have you used it for?

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

What do you dislike about this tool?

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

How is this tool different than their competitors?

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

What Instructions should people think about when buying this type of tool?

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

How has this tool changed or evolved over time to meet users needs?

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

What specific type of user or organization is this tool very good for?

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

What specific type of user or organization would this tool not be a good fit for?

I think Workday would not be beneficial to smaller companies and startups. I think a lot of the key functionalities would not be used and it would be a waste of money for your organization.

BambooHR

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BambooHR
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Popularity Score
4.6 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked BambooHR

BambooHR comes with an interface that’s remarkably calming to the senses for a workplace tool. They’re one of the top HR products of all time. Their payroll product, while acclaimed, is only available for paying US-based employees.

PROS

  • BambooHR offers flexible packaging and custom pricing, allowing you to select packages and additional modules as needed.
  • Renowned for its simplicity and user-friendliness, BambooHR stands out as an easy-to-use tool.
  • Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs. 
  • Very simple and straightforward tool, easy to use.

CONS

  • Payroll functionality is limited to US-based employees, restricting its global reach.
  • Similarly, customer support is confined to US business hours, potentially inconveniencing international users.
  • Certain modules, including time tracking, performance management, and surveys, are only accessible as add-ons, which would mean an extra investment.
  • Payroll is only available for US-based employees 
  • Customer support is only offered during US business hours.
  • Some modules like time tracking, performance management, and surveys are only available as add-ons.

BambooHR Review

BambooHR refers to itself as an “HR Software with heart” and rightly so. This all-in-one HR software takes care of the entire employee lifecycle by focusing on five key areas which are compensation, culture, people & analytics, hiring, and onboarding.

By keeping customer experience at the center of everything, BambooHR lets you access all your employee records in one place and dramatically reduces your paper usage.

From a robust payroll software that lets your employees quickly access their pay stubs or direct deposit to a highly accurate applicant tracking system that lets you find people who match your company culture, BambooHR has most that you could ask for in an HRIS and more.

BambooHR Customers

BambooHR Pricing

Best For

BambooHR in action
Reviewer's Rating
9/10

Starting with talent acquisition, we use it to maintain our talent pool. Then recruiting the talent by incorporating an offer letter and contract. Once the employee is in our system, we use it for database management. We also use it for their performance evaluation and record the training. In the end, we also use its features of onboarding, offboarding, and employee survey as well.

What do you like about this tool?

I like it for its smooth performance evaluation process. It's one of my favorite features. Second is its onboarding feature and hires packet that let the new employee feel welcomed. Last but not least, is its ATS system which helps us keep a track of our talent pool.

Why did your organization buy this tool, and how long have you used it for?

My organization has been using it for 2 years. This is an amazing tool for employee database management. Along with that, it offers an employee satisfaction survey which can help improve things along the way. Its performance module has made life way easier with a simple few steps process for performance evaluation. Lastly, its hiring module is easy to use and generates results.

What do you dislike about this tool?

It does not provide integration with LinkedIn which adds to the cost of LinkedIn job wrapping. Its customization option is very limited and its API keys are also limited to very few options.

How is this tool different than their competitors?

For a startup, It provides all the necessary options that will help the organization alleviate its HRIS system. It is not that costly compared to others and it is also very simple to use.

What Instructions should people think about when buying this type of tool?

Apart from the very obvious, cost; another criterion could be the size of the organization. The needs of the organization are also very important in terms of what they want to achieve from an HRIS.

How has this tool changed or evolved over time to meet users needs?

They have introduced new modules like performance, moreover, they are always doing webinars to make the best use of their tool. Their customer support is always very helpful.

What specific type of user or organization is this tool very good for?

Small and Medium Enterprises.

What specific type of user or organization would this tool not be a good fit for?

MNCs.

OnPay

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OnPay
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Popularity Score
4.3 / 5
User Score
4.8 / 5
Product Score
4.7 / 5

Why we picked OnPay

With best-in-class integrations and built-in HR, OnPay is extremely user-friendly and has top-notch customer support. Its USP is the way it combines simplicity with a wide range of features.

PROS

CONS

OnPay Review

Fast, precise, and backed by payroll experts, OnPay is a payroll software with all the HR tools embedded in it. OnPay’s goal is to enhance the productivity of individuals and teams. This is reflected both in their simple yet intuitive user interface and extensive features such as multi-state payroll, single sign-on, employee-self service, or automated onboarding flows.

One of the best things about OnPay is that when you buy it, you get the help of trained experts every step of the way. They also provide one month of a free trial.

OnPay Customers

OnPay Pricing

Best For

OnPay in action
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Rippling

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Rippling
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Popularity Score
4.2 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked Rippling

Rippling is geared toward SMBs with its intuitive UI, automation, and 500+ integrations. Besides features like US/global payroll and self-service, the benefits administration tool lets you work with your chosen broker and select the benefits packages for your team from over 4,000 plans.

PROS

  • Rippling payroll automatically updates work hours, deductions, and tax filings.
  • Ability to process payroll in multiple countries and currencies.
  • Can connect with 500+ apps.
  • Enables users to work with their chosen broker.
  • Ability to purchase modules separately or as a full suite.
  • All-in-one platform for employee management + PEO services offered, and even a suite of other IT products 
  • With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
  • Operates globally with any currency
  • Workflow automation
  • Analytics opportunities
  • Provides a holistic view of company outflows—headcount costs included

CONS

  • Undisclosed pricing. No free trial.
  • Phone support costs extra.
  • Not the best option for teams with 2,000+ employees.
  • The mobile app has limited features compared to the web browser version.
  • Total buy-in to Rippling is essential 
  • Very SMB-oriented, in case you’re a larger company. 
  • New features tend to be buggy in ways that tech teams are not accustomed to fixing

Rippling Review

Rippling is a competent solution for growing teams looking to handle their HR and payroll more efficiently. Though the software is quite new in the space, we appreciate how fast the platform has evolved since it debuted.

One of the standout features of Rippling is its exceptional integration capabilities. With over 500 app connections available, it surpasses most tools in the market.

Rippling offers feature-rich capabilities that simplify payroll and HR management for global teams. With its integrated platform, users can pay employees and contractors worldwide within minutes. The built-in time tracking app automatically updates work hours, deductions, and tax filings, eliminating the need for manual tasks. This allows users to focus on reviewing numbers, approving payroll, and letting the system handle the rest.

We are impressed with Rippling's benefits management tool, allowing users to collaborate with preferred brokers, select from 4,000 plans, and offer the hires a self-service portal and mobile app. However, we hope for enhancements in the mobile app's performance and features, as it can be laggy at times and lacks certain functionalities compared to the web browser version.

Rippling's pricing starts at $8 per employee per month, but obtaining an accurate quote requires a demo with a sales representative. It's important to note that the actual cost may be higher due to the software's purchase model. The Unity module is mandatory for purchasing any other modules. Additionally, if you require phone support from HR specialists, additional fees apply.

Rippling Customers

Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.

Rippling Pricing

Rippling's Core HR platform starts at $8 per employee per month. Contact Sales for more details.

Best For

Rippling is most useful for SMBs, ideally with 50 to 2,000 employees. It doesn’t matter whether they are US-based, global, remote, office-based, or distributed teams.

Rippling in action
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Why Use a Payroll and HR Software?

If you have just started an organization or are managing a small team, you may wonder if there is any use of bringing payroll and HR software onboard. After all, you could simply keep a database of your employees’ essential information. 

While it may not seem like a necessity early on, contemporary payroll and HR solutions offer so much more value than meets the eye. Here are some of the reasons why you should consider investing in payroll and HR software: 

  • Streamline your workflows: Instead of buying two separate softwares for your core HR tasks and payroll, you would immensely benefit from buying an all-in-one payroll and HR software in a plethora of ways. Not only would a consistent user interface give you more clarity about your work, you would also be able to easily map out an employee’s compensation and PTO based on their attendance, performance, and other such metrics – all of which would be accessible in one single place, if you choose a unified HRIS.
  • Save time: The biggest advantage of using modern HR tools is that they focus on automating redundant tasks and freeing up your bandwidth for more creative and strategic thinking initiatives. A good HR and payroll system would help you save time on recurring tasks like payroll processing, time & attendance, and applicant tracking. Once you’ve got your HRMS fully implemented, it would also help you eliminate time on editing company policy and the like. 
  • Avail expert advice: Dealing with the nuances of payroll processing can get complicated pretty quick. Although a good payroll and HR software would have a user-friendly interface, most such softwares come with a robust support team that’s not only there with you for implementation and weekday support but also for intimating you with regulations that keep changing on a frequent basis. You could also avail the service of these payroll experts for understanding best practices and making important business decisions. 
  • Improve employee retention: Modern Payroll and HR solutions come with tools for employee benefits ranging from retirement benefits to health, vision, and dental insurance. This not only leads to employee retention but also helps you save money and stay compliant.  
  • Transparency: Makers of payroll and HR software know that they have many stakeholders. So, while HR managers have access to employee records, employees can access a portal that lets them see their own time & attendance, request time off, avail benefits, and stay up-to-date with any changes. This kind of transparency builds trust, saves time, and helps employees improve their performance. 
  • Stay Compliant: With the amount of research that risk mitigation requires, figuring out compliance measures by yourself can derail you from focusing on your core tasks. Payroll and HR software companies take compliance very seriously because they know that in today’s world of ever-changing regulations, no company wants the stress of lawsuits or fines looming over their heads. From unlimited access to expert HR advisors to law alerts and compliance resources, a good payroll and HR software would help you stay compliant and up-to-date with regulatory changes. 
  • Identify trends and patterns: Modern HR technology is equipped with analytics tools that give businesses a holistic overview of their company. From getting an insight into your diversity patterns to seeing your attrition trends in a visually digestible form, you can make use of a payroll and HR software’s analytics tool to formulate new strategies and bring change.

Pro Tips on Payroll and HR Software

Some pitfalls to avoid while buying a new payroll and HR software

  • Inability to integrate with other softwares: Most payroll and HR technologies pride themselves upon their ability to integrate with a plethora of third-party softwares. While the HRIS you’re interested in buying might have the ability to integrate with popular applications, it may not integrate with the system that your company uses regularly.

    If you fall prey to this common pitfall, you’ll be spending your days manually entering data from one software to another, causing an unnecessary roadblock for your core HR responsibilities.
  • No employee self-service: One of the biggest advantages of modern HR solutions is that they come with the employee self-service option, which basically means that your employees can access, edit, and update some of their information on their own – a task that was previously reserved for the HR team.

    If the payroll and HR software you’re interested in doesn’t provide this feature, you’ll have to take into consideration the amount of time and labor HR will be spending on these types of tasks.  
  • Inadequate data security: A payroll and HR software by its nature stores a lot of sensitive information including but not limited to your employees’ names, email IDs, phone numbers, and bank account details. You’d not only want to know how the data you’re providing is being used but also how safe it is in the hands of a company you’re ready to put your trust in. 
  • Moving forward without getting an internal buy-in: You have to keep in mind that it’s not only the human resources department that’s going to use the HR software you’re eyeing, but also your employees. Moreover, different departments have different workflows and needs.

    You wouldn’t want to end up in a situation where you bring a new technology on board, only to later hear a complaint about the lack of a desired integration or a feature imperative to a particular team’s work. 
  • A dearth of references from existing clients: HR tech makers flaunt testimonials and client reviews like gold medals. If you don’t find one on their website, it’s definitely ok to ask for references. You can contact their customers to get feedback, or even check among your existing contacts if anyone happens to be using the tool.

    Although you can give the benefit of the doubt to some companies, especially when their product is newly launched, it’s in your best interest to get references from multiple clients so you have a fairer picture of the product. 
  • Bad user interface: Information overload affects everyone differently. Payroll and HR solutions that are not intuitive and easy to navigate will frustrate your employees, disrupt their productivity, and unnecessarily increase your HR team’s workload. Make sure you pay as much attention to a vendor’s user interface as much as its cost and features.

    Of course, this can be very subjective, so be sure that a good sample of the other team mates that will be using the tool also get a say on how they find the UX / UI of the product.
  • Getting lured by fancy features: With the kind of interesting extra features modern HR systems come with, it’s easy to lose track of your priorities. Before contacting vendors, spend some time listing down all your essential requirements and features that you absolutely can’t do without. While it’s always nice to have additional features, make sure you’re not compromising on your must-haves.

ROI Of The Right Payroll And HR Software

You may find yourself wondering if a payroll and HR software product is worth buying, and rightly so. 

These tools are certainly not free and the cost only escalates as the organization scales up. In the early stages of a company, tasks like time tracking and running payroll can be managed with the help of spreadsheets, although you have to consider that the opportunity cost is your precious time and sometimes even your peace of mind. 

But when your organization grows, it’s clear as day that you’re better off outsourcing menial payroll and HR tasks to a software tool. 

Consider this simple stat: The average salary of a payroll administrator in the U.S. is $50,000 per year. The average annual salary of an HR administrator is approximately the same as a payroll administrator. If you compare the amount of money you’ll spend on payroll and HR software vs. what it costs to hire a couple of administrators for such jobs, you’ll see that it’s completely worth buying a good payroll and HR software. 

Besides, unquantifiable features such as accuracy, elimination of duplicate entries, or compliance risks, however easy to overlook, can make a substantial difference at the end of the day.

Payroll and HR Software Pricing

For most payroll and HR software, the pricing model is such that there is a monthly base fee plus a per employee per month fee. The latter fee is usually around a quarter of the base amount. Most HRMS vendors also provide differently priced packages that you can choose from, however. This depends on the features that you require and your organization’s size. Many vendors don’t disclose pricing upfront and require you to quote a custom price. 

Pricing contracts are renewable monthly or annually, with the latter being a cost-effective choice usually. Some vendors also ask for additional charges on top of the pricing plan you choose for various purposes such as for filing W-9s and 1099s, set up, customer support, or consulting. 

Make sure you’re aware of these hidden costs before you seal the deal with a vendor. That said, below is a chart of price ranges to keep in mind before you start looking for payroll and HR vendors. Do note that it’s only an average estimate and prices may vastly vary between vendors.

Number of employees Estimated annual cost
100 $12,000
500 $48,000
1,000 $72,000
10,000 $480,000
100,000 1,000,000+

Key Payroll and HR Software Features

After spending countless hours in the HRMS vendor universe, we’ve found that the highest-rated payroll and HR solutions are laden with features that surpass the basic requirements of HR teams. 

While some vendors go over and beyond in terms of the add-ons they provide, below is a list of features that you must look for while selecting a payroll and HR solution. 

  • Automated, unlimited payroll runs: It’s always good to go with a software that aims to eliminate repetitive work. You’d want to choose an HRMS that not only lets you schedule when to pay different employees but also lets you run payroll as often as you’d like, as opposed to solutions that only allow you to run payroll a limited number of times in a month. 
  • Tax filing and payments: Managing taxes on your own can add unnecessary risk and burden on your shoulders. Top-tier HRMS vendors withhold all your taxes each pay run and file all the necessary annual and quarterly forms on your behalf.
  • Multiple pay rates: Vendors are aware that a lot of companies have employees who perform multiple tasks, for which they’re remunerated differently. This adds another level of complexity to payroll processing. It’s in your best interest to go with a vendor who provides such a feature, otherwise, you’ll be wasting your time matching different pay rates to the different number of hours worked; a task that’s best left for automation.
  • Employee self-service: A feature that lets employees access their own information not only fosters a culture of transparency and trust but also frees up the HR department’s bandwidth to focus on more high-level, people-centric tasks. 
  • Benefits administration: Vendors who have a benefits administration platform can rid you of the hassles that come with the open enrollment process in addition to enhancing your employee experience. The biggest advantage of going with a vendor that comes with a benefits tool however is that the benefit deductions automatically flow into payroll for processing, saving you potential hours of manual work.
  • Attendance & time tracking: You’d want to choose an HRMS that has an attendance tool that’s fully integrated with the payroll. This would eliminate duplicate data entry and improve the overall accuracy of the payroll system.
  • Automated onboarding flows: The process of onboarding usually comes with a lot of paperwork, especially if it’s done manually. Automated onboarding flows let employees onboard themselves with features that allow them to enter their own details, e-sign documents, and self-check all the tasks.
  • Employee database: An HRIS with an employee database lets you view all your employee records and information in one single place, making it easy to find any employee’s performance history, salary, position, training records, and more.

Questions To Ask On Demos

Most HR tech vendors either provide a live demo or a recorded one to their potential customers. Think of this as a simulation of what it’s going to be like after you get this product onboard. Lest you get carried away by the number of features or a beautiful user interface, it’s imperative that you prepare a list of questions beforehand that will address your core HR needs. 

Although not exhaustive, below are such questions that we think HR professionals should definitely ask to get the most out of a demo:

  • How does this HR software integrate with other systems that we already use?
  • How do you go about transferring data from our current system to your solution? 
  • Do you provide training after implementing this software in our organization?
  • Can you tailor your software for our specific needs? 
  • How long does it typically take to resolve any issues we may face?
  • What are your security measures like? How do you protect our sensitive data?
  • Can you give a product walkthrough from the point of view of different kinds of users?
  • Will your solution help me manage contractors and other people who are not full-time employees?
  • How will our pricing change as we scale?
  • Is your solution cloud-based and mobile-friendly?
  • Do you have a team that would help me stay up-to-date with regulatory changes that are relevant to my organization?
  • Do you handle international payroll?
  • How do you go about handling benefits for employees in different states or remote workers in different countries? 
  • Is there an in-built tool that helps the HR team communicate with employees?
  • What kind of HR processes will be automated?
  • What are your key features? What differentiates this solution from its competitors?

Payroll And HR Software Implementation

Depending on whether you’re buying payroll and HR software for the first time or switching to a new one, your implementation process would slightly differ. 

There are also variables such as your organization size, training requirements, and the vendor you choose that would dictate your timeline and process. Thus, implementation of a new payroll and HR software could take as little as a day to a couple of weeks. 

Most vendors start with an installation, which is followed by data migration (if you’re switching from another vendor), configuration, testing, employee training, and finally officially bringing the software onboard. Later, the vendor may follow up for feedback. 

In most cases, the implementation team would ask you for the following information:

  • Basic company information such as your EIN (employee identification number)
  • Basic employee information such as their name, SSN, address, compensation, etc.
  • Payroll and information about already paid taxes, if you’re switching vendors mid-year

Do note that although this is the typical process, it’s best to ask the vendor you’re interested in about their implementation process and timeline before proceeding with them.

Payroll and HR Software FAQs

What is payroll software?

In 2022, when someone says payroll software they typically mean a SaaS solution that manages, records, organizes, and automates a company’s payments to its employees. That being said, payroll software could be cloud-based or on-premise. 

What is HR software?

HR software is a suite of tools that helps a company’s human resources department carry out everyday HR tasks in an efficient manner. 

What is an all-in-one HRMS software?

An all-in-one HRMS software enables a company’s HR department to carry out a wide range of core HR tasks such as payroll processing, onboarding, recruiting, benefits administration, applicant tracking, and more from one centralized location. 

Do companies provide both payroll and HR software together?

Yes, many vendors in the HR space provide a combined solution that takes care of payroll and core HR needs. 

What does HRIS stand for?

HRIS stands for Human Resource Information System. 

What does HCM stand for?

HCM stands for Human Capital Management.

What does HRMS stand for?

HRMS stands for Human Resource Management System. 

What’s the difference between HRIS, HCM, and HRMS?

These terms are often used interchangeably because on the surface, there isn’t a huge difference between HRIS, HCM, and HRMS. The definition varies from vendor to vendor and even among HR professionals. While all three are all people management tools, the differences lie in their features and use cases. An HRIS takes care of your core HR needs and is limited in that sense. An HRMS has the same use case as an HRIS but goes beyond the core HR needs in terms of features, especially if it adds performance management and payroll. Strategic planning is the epicenter of an HCM while having most of the HRMS features all the same. 

What are the benefits of using HR and payroll software?

There are many benefits of using an HR and payroll software, some of which are: 

  • Helps you save time by automating repetitive tasks
  • Improves the overall employee experience
  • Increases compliance
  • Better organization and everything in one place
  • Analytics, reporting, and key business insights
  • Workforce management

What is the best payroll and HR software?

While we’ve spent a lot of time researching and coming up with this list of best payroll and HR softwares, what is best for one company might not be for some other. Hopefully, our comprehensive yet brief vendor reviews help you shortlist what would be the best payroll and HR software for your particular case.

Last advice

To wrap things up, we hope that the information on this page helped you get an overview of the best payroll and HR vendors, their features, pricing, and how to go about implementing them. 

Partnering with a top payroll and HR vendor will help you save a lot of time and money, but what would truly elevate your experience is partnering with a vendor that specifically caters to your company’s needs. 

Our advice to you is that instead of looking for a one-size-fits-all solution, you should narrow down your specific HR requirements and base all your demos around that. Dive right into demos with 2-3 vendors and ask them to show specific functionality. If a vendor checks the majority of your boxes, you can then evaluate them on other factors like ease of use and overall user experience. 

Lastly, if you're an internationally distributed team, consider coupling this guide with our roundup of the best global payroll software.

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

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