10+ Best HCM Software To Manage Your HR Needs in One Place (2025)

• Operational efficiency - Time spent on administrative tasks is reduced, such as manual clocking, time-tracking, and costing out of labor rates.
• The Talent Acquisition module helps fill roles more quickly with top talent by leveraging modern tools like texting and QR scan codes.
• Cost-effective solutions for a variety of organizations, including education, financial services, healthcare, manufacturing, nonprofit, restaurants/hospitality, retail, and technology. Solutions are available for small, midsized, and large enterprise organizations. Paylocity streamlines HR tasks, minimizes compliance risk, and drives communication and collaboration with tools to improve employee engagement.

Since 2000, I have used Paylocity. Our previous HR systems were numerous. We moved the following processes into Paylocity, which offers an all-in-one HR solution:

• Payroll - Automated processes, tax compliance, and overall simplification of payroll processing.

• Workforce Management - Improved efficiency by automating scheduling, time tracking, and ease of use for employees via their phones.

• Human Resources Software - Automation of manual tasks such as reviewing time management and I-9 Work Authorization tracking. Simplification and access to real-time information via the mobile app allow everyone to view their pay info, tax forms, time off requests, update personal information, and complete tasks that previously required paper.

• Talent Management - This tool helps shorten the time to hire during the recruiting cycle, expands the reach of finding top talent by posting and sharing openings across many job boards, and enhances the candidate experience through texts and QR code scanning.

This aids in finding talent faster and making engagement easier. Additionally, this module is excellent for onboarding new employees by eliminating hours of onboarding paperwork, as every aspect of onboarding is done online through Paylocity.

There is a performance management segment that provides employees with the tools they need for career development and conducting reviews. Also within this module, compensation and a Learning Management System (LMS) are robust and automated, with a wealth of tools built in to help with employee engagement and retention.

• Benefits - We moved from manual to automated processes, reducing confusion through simplified, flexible benefits management and employee usage. Key takeaways: access anywhere via mobile or desktop, real-time information, employee education with step-by-step guidance videos/scripts, compliance with federal and state regulations for COBRA, ACA, and HIPAA, and ease of error reduction through automation.

• Employee Experience - Employees have access to the HR platform, increasing self-service adoption, building confidence, collaboration, and connection.

• Data - Paylocity helps bring data to life while keeping in tune and up-to-date with your workforce. For example, AI is used to provide key insights for identifying gaps and actionable recommendations on how to improve employee productivity and reduce turnover.

I do not have any cons to share about Paylocity.

In comparison to Workday, the ease of implementation and support was better with Paylocity. When I used Workday with a large enterprise organization supporting 10,000 employees, the assigned team was larger and divided into various segments. Paylocity supported a small service organization with fewer than 2,500 employees.

The criteria should include the following:

1. The available budget.
2. Types of systems and applications being integrated.
3. Company size.
4. Readiness to move away from paper and files into software/automation. Paylocity simplifies and streamlines critical payroll and HR processes.
5. Remember to allocate time and a team to help design the front end of the system and plan the rollout—this takes time and patience.

Paylocity has expanded and introduced the Modern Workforce Index (MWI), giving HR leaders real-time visibility into organizational health compared to similar companies based on NAICS codes and organization size.

Paylocity is primarily designed for small to medium-sized organizations. It simplifies and streamlines critical payroll and HR processes and functions.

I like BambooHR because it's user-friendly. I also like that it's a system where you can really track important data like job titles and salary changes. Finally, I like that BambooHR is easy to use.

We bought BambooHR to establish a centralized place that could securely store our employees' data for our HR team. We also wanted to create a seamless onboarding and offboarding process. The customer service is impeccable at Bamboo and they're always very helpful. It's also very user-friendly. I've used the product personally for one year.

I wish BambooHR offered a way for us to administer stock options and 401K directly through the program. I also wish we had a dedicated account rep, which we, unfortunately, do not have at this time. I would love to see more engaging ways for our employees to be onboarded, as well.

They're different because they have a very attractive interface and the response rate of the customer service team is higher. They also tend to offer a more diverse set of program features.

I'd recommend really digging in to make sure you're taking advantage of all of the features and integrations Bamboo has to offer. Also, I'd recommend smaller companies (less than 50 people) really consider if this is a tool that's right for their size.

The training content they've offered is impeccable.

I'd say an organization of at least 50+ people.

• Rippling has a clean, visually appealing interface.
• It offers strong integrations and is user-friendly for beginner admins.
• Implementation is quick and straightforward for organizations.

I consulted with a tech startup on a tech stack selection project, where they chose to use Rippling. My engagement lasted about six months, covering implementation and organizational change management.

Rippling is a workforce management platform specializing in HR management, compliance, and expense management. The organization needed an HRIS as it began scaling aggressively and required a system to streamline HR operations.

• The system lacks flexibility for complex HR requirements compared to platforms like Oracle or Workday.
• Customer support is among the weakest in the HRIS market.
• While onboarding is fast, it can be confusing, as Rippling prioritizes speed over thorough implementation.

Rippling targets the middle market, catering to fast-growing startups and mid-sized enterprises. It offers more features than basic HRIS options but lacks the depth and complexity of Workday. While many companies find it appealing, I don’t think it’s worth the price.

• Budget vs. features—how much are you willing to spend for the functionality you need? HRIS options vary widely.
• Organization size and HR complexity—ensure the system can handle your operational demands.

Founded in 2016, Rippling has effectively targeted fast-growing startups and mid-sized enterprises. However, its development team focuses more on UI enhancements than adding meaningful features.

• Companies that prioritize an intuitive interface for admins and employees.
• Those looking for more features than basic HRIS options but not ready to invest in enterprise-level solutions.

• Unified Platform: Combines payroll, HR, benefits, and workforce management into a single, seamless system, simplifying operations.
• Mobile-Friendly: Offers a user-friendly mobile app, allowing employees and HR managers to access schedules, pay stubs, and other information on the go.
• Continuous Innovation: Regularly introduces new features, such as updated time-off management tools and employee engagement functionalities.

My organization wanted to consolidate all HR functions into one platform rather than relying on multiple tools or platforms. After researching several options, they decided to try Paycor.

Paycor addressed all of my organization’s needs, including talent acquisition, onboarding, payroll, and more. It provided a unified solution that streamlined HR processes and reduced operational inefficiencies.

I worked with Paycor for seven months before being transitioned to a different position.

• Complexity for Small Businesses: The extensive feature set may be overwhelming for smaller businesses with simple HR needs.
• Learning Curve: Onboarding and training can be time-consuming due to the platform’s robust functionality.
• Lengthy Troubleshooting Times: Resolving technical issues or getting support can sometimes take longer than expected.

Paycor offers a comprehensive suite of features designed to streamline human capital management for businesses of various sizes. Its payroll automation, talent management, and workforce tools help save time, reduce compliance risks, and optimize operations. I prefer this tool because it provides an all-in-one solution that simplifies complex HR processes.

Businesses should carefully evaluate their specific needs and assess whether Paycor’s features align with their HR requirements. The cost is an important factor to consider, especially for smaller organizations. Companies should treat the tool as a modular solution, selecting only the services they need and adding additional features as required. This ensures that businesses maximize the value of their investment.

Paycor introduced the Paycor Assistant, an AI-powered tool designed to simplify administrative tasks and enhance HR efficiency.

• Paycor is an excellent solution for medium-sized to large companies seeking enterprise-level HR assistance.
• It works best for organizations that require an integrated platform for talent acquisition, payroll, and workforce management.

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 helps us manage and analyze each employee's performance.
• Employees' attendance records are efficiently managed, and their payroll is being auto processed.
• The mobile application version is being used by employees to update their details, professional qualifications etc, efficiently.

My organization has been using Oracle’s Human Capital Management solution for the last 4 years, and it is being used to manage employees from the recruitment process to the performance management. Oracle HCM is being used to analyze and report on employee performance

• Since Oracle is not a user-friendly software, some training is needed in order to use this software.
• Legacy data is not easily uploaded with this software.
• The Oracle system is expensive for small organizations.

Oracle is a cloud-based solution and far better than other competitor software. Oracle HCM provides all aspects of human resource functions, and its robust features and analytical reports make this software a good option.

If an organization is looking to manage all employee data, including their personal and professional information, and use the same system to track and evaluate their performance, then this software provides all solutions in one platform.

All organizations that have over 1000 employees and they want to manage each employee's details and performance with analytics in one place.

Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.

Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.

Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.

A lot more powerful, and a lot more scalable, but way less intuitive to use.

Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.

Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.

Mid-size to Large companies.

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

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

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

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

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

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

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

UKG Pro’s greatest strength lies in its full-suite of payroll and HR tools. It’s all blended together in a “sandbox” environment so users can freely explore the system. In addition to these, it also includes extensive reporting tools which makes work much easier and quicker.

My company transitioned to UKG Pro after frustrations with our former HRIS. One of UKG’s greatest strengths is the program’s ease of use. Not only is it easy for our HR representatives to use, but for our employees as well. We’ve been using UKG Pro for a little over a year now and already it’s proven to be leaps and bounds above some other systems I’ve used. With UKG Pro, you’re getting an excellent value for your money.

UKG Pro is on the expensive side and, to boot, they’re not transparent about their pricing. I also did not appreciate the lack of a free or “trial” mode to try out the product before spending so much for it. Also, scaling up (or down) can be cumbersome as a custom set up is required.

UKG Pro is far more intuitive than other HRI Systems I’ve used in the past. It’s among my favorites for its ease of use and customizability.

When buying this type of tool you want to pay close attention to what is important for your company. You’ll always want to take into consideration pricing. But beyond this, look at the features provided. Does it include a full-suite? Does it integrate well with other systems you’re currently using? You’ll want to really do your research.

I can’t speak too heavily to its evolution. I can acknowledge that they have implemented a few smaller quality of life changes to make the experience run smoother.

This is a good software for larger, very typically structured, organizations. If you’ve got more than 200 employees, this software will make your life easier.

I like the management tools. I like the feel and workflow of the product. I also like the overall aesthetics.

We chose Sage People for a client of ours. Our client had 250 employees and limited HR personnel. They needed simple solutions, extensive reporting, and ease of use for weekly payroll and recordkeeping. Sage People provided easy ways to manage the volume of work the company generated in HR, making it possible for just two people to handle.

The first thing I noticed is that it has issues linking to other applications. Bridges were sometimes needed when this should not have been necessary. The system can be clunky at times and hard to maneuver. It would be easier to navigate and resolve issues if many areas were not so unnecessarily complicated.

Sage is much more comprehensive than most payroll and HRIS systems. You get more value for your investment, including customizations that improve the program's utility.

Consider what type of management tools you want readily available. Identify who will be using the system and for what purposes. If you have unique needs, Sage is a strong option because their integration teams can help customize the program to better align with your business model.

I remember this program in its early stages, and it has become much more intuitive and robust. Over the years, Sage has incorporated feedback from various companies and industries to evolve into a viable solution that nearly any organization can use.

Sage is well-suited for management-minded users and employers focused on compliance with payroll laws and regulations. It also works well for companies that prioritize accuracy and need access to customizable reporting.