10+ Best HRMS Software Systems in 2025

Paylocity’s user-friendly design makes managing HR tasks incredibly easy. Tracking employee hours, processing payroll, and handling benefits is convenient and helps prevent errors. The reporting and analytics tools provide a clear overview of the team’s performance, enabling me to make informed decisions.

We chose Paylocity to address numerous issues with our previous HR and payroll system. The old system caused delays in paychecks and dissatisfaction among employees due to multiple errors.

We needed a solution that could manage everything from payroll to career development in a single platform. Paylocity stood out because of its simplicity and useful features, and it’s scalable to support our company's growth.

Since implementing Paylocity, we've seen significant improvements in payroll accuracy, compliance with statutory requirements, and employee satisfaction. Employees can now view their pay stubs and request leave on their own, streamlining HR tasks.

I've been using Paylocity for approximately two years, and it has transformed our HR processes, making everything more efficient.

Paylocity's customer service can be slow, which is frustrating when dealing with urgent issues. While the customization features are helpful, they can sometimes feel limited and don’t always fit our needs perfectly. The mobile app, though functional, could benefit from design improvements to make it more user-friendly and enjoyable to use.

Paylocity stands out because of its simple layout and ease of use, unlike other platforms that require extensive manuals just to understand basic functions. It offers a one-stop shop for HR tasks, including payroll and talent management, without being overly complex.

The self-service portal for employees, which allows them to manage their own information, is a great feature that fosters a sense of belonging and teamwork. Paylocity seems tailor-made to meet our organizational needs, ensuring smooth operations and employee satisfaction.

When choosing an HR and payroll system like Paylocity, usability and compatibility with other programs are key factors. Ensure the platform is easy to use for HR staff and employees alike, and that it integrates seamlessly with other tools your company uses.

Customer support is also crucial, as you’ll need reliable assistance during setup and daily use. Additionally, consider future scalability—choose a system that can grow with your company without requiring major overhauls down the road.

Paylocity has made several improvements over time, particularly by adding new analytics and reporting features that help companies better understand their employees. The platform has maintained its ease of use with a redesigned interface and a more intuitive mobile app.

They’ve also introduced social collaboration tools and personalized employee dashboards, making it easier for employees to access their work-related information and engage with colleagues. These updates reflect Paylocity’s commitment to meeting HR needs and keeping employees engaged and satisfied.

Paylocity is ideal for mid-sized businesses that need a comprehensive solution for HR and payroll tasks. It efficiently handles employee payments, time tracking, and benefits management on one simple platform.

The employee portal allows workers to access their data and communicate with others, making it a great fit for companies that value collaboration and satisfaction among their staff.

Additionally, HR professionals needing strong reporting and analytics tools will benefit from Paylocity's capabilities.

I like that BambooHR is user-friendly. It offers good value for the money. It includes strong workflows and automation features.

My clients purchased BambooHR, and I use it daily as I support them with system management and general human resources. They needed a centralized place to store all people data and manage payroll. They also required an automated onboarding process with checklists and reminders.

I have used BambooHR for eight years, and I appreciate how user-friendly it is. BambooHR has allowed my clients to report on their dispersed workforces and share important documents and resources with employees within one system. It has also greatly improved both onboarding and offboarding.

Some integrations could be improved (e.g., enabling two-way data syncing rather than just one-way). Built-in scheduling functionality would be a helpful addition. I also recall the initial implementation being relatively expensive.

BambooHR is one of the most user-friendly tools in its category. You do not need to be an expert or complete extensive training to use it effectively. Training is available, though, for those who prefer structured learning over hands-on experience.

Buyers should consider how many employees they have and whether they are planning for rapid growth. They should assess their onboarding and payroll needs. BambooHR is a good fit for small to medium-sized businesses but may not be ideal for large enterprises.

BambooHR added payroll functionality a few years ago, which was a valuable improvement.

BambooHR works well for small to mid-sized businesses.

• Billing: Paycor billed per employee at an agreed-upon rate.
• Onboarding: The user-friendly process made it easy for new hires.
• Reports: The system provided the ability to run reports or request custom reports from a Paycor representative.
• Support: A dedicated representative was available, along with a support team if the primary rep was unavailable.

My organization purchased Paycor because it provided solutions for payroll and HRIS, including applicant tracking, onboarding, benefits, open enrollment, and performance management. I used Paycor for three years.

As the payroll administrator, I worked with Kronos to migrate biometric data (clock-in/out punches) into Paycor to process payroll. Additionally, I entered bi-weekly bonus payouts.

With Paycor, I also established a paperless open enrollment process and transitioned to an online platform. Paycor representatives assisted in setting up benefit vendor accounts for direct feed when payroll was processed, ensuring vendors received payment for employee benefits.

• System Issues: There were challenges with direct feed processing to vendors for payments.
• Support: The frequent turnover of dedicated reps made it difficult to establish continuity. Once we became comfortable with a rep, they would leave, requiring us to repeatedly acclimate new representatives to our business operations.
• Reports: The system did not allow data to be frozen in time for reporting. For example, if I ran a job title or salary report for 2003, it would display current data rather than historical information from that year.

The company transitioned from Paycor to Paycom. I prefer Paycom because it provides accurate historical reporting and has more consistent support staff.

Gather clear input from the departments that will use the tool the most to ensure it meets their needs. Ask the sales representative detailed questions—if they frequently need to check with someone else, they may not be knowledgeable enough about the product. Request a demonstration in demo mode to confirm that the tool will meet expectations and solve your specific challenges.

I have not used Paycor since the company transitioned to Paycom. However, since they are still in business, I assume they have made updates and continue to serve satisfied customers.

Paycor is well-suited for small to medium-sized companies with up to 150 employees.

Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.

We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.

Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.

Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.

It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.

Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.

HR teams, I think it would be good for organizations with over 50 employees

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

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

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

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

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

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

Healthcare

Unlike other HRIS's Bob allows the user to personalise, analyse and manipulate data to suit the business, rather than using a packaged up system that doesn't fully align to the business. The user experience on both the employee and employer's side is intuitive and engaging, meaning that even reminder emails are never ignored. Bob's built-in templates enable the business to measure Employee Net Promoter Score, along with other survey questions, which can then be accessed in a simple, easy to use dashboard with visual heatmaps to analyse findings instantly.

As our business grew, from 70 people to over 200, we wanted something that was able to organise personal data, generate detailed reports for analysis and run automated processes such as annual performance reviews. I would say that one of Bob's key benefits is its user experience for both the employer and the employee. Bob's self-service function is really easy to use, employees are able to input annual leave and sickness within a few clicks. From an employer perspective, it is simple to pull together reports based on personal data - for example, number of sick days taken in a year, or the average turnover of a segment of employees. Bob attempts to make the system somewhat "fun" at the onboarding stage by asking new starters what their hobbies are, and displaying that on their profile for other employees to view.

Whilst Bob's ability to use data to generate specific reports is great, workflows can be complex to set up, with many drop-down lists and options to select, so if it's quick data driven results that you're looking for, this could take a while to set-up. Another con is that Bob does not have a customer support team that is accessible by phone call, it is always an email or live chat system and sometimes it's just easier to chat to a real human and solve the problem. Like any robust system, it can take a while to initially set-up and get it working to what the business needs and not every business has that time to dedicate to rolling it out and there is little upfront training to support with this.

Bob is way ahead of the curve in terms of HRIS's on the market. Throughout my career I've always said that there's not a one-system-to-rule-them-all in the HR world, but Bob certainly comes close. For example, CharlieHR is great from an employee data-entry perspective and basic data storage, but there is very little it can do in the way of generating reports for analysis. Very few HRIS's on the market are able to link workflows and processes in the way that Bob can, for example, I can conduct a full recruitment process, hiring process and onboarding all within the same flow, seamlessness, whereas with other systems this can be really clunky.

Firstly, it's important that it covers core needs such as storing employee records, tracking annual and sick leave entitlements, communicating with payroll systems and software as well as benefits admin. Simple and visual data analysis is also essential for this type of tool - important metrics should be only a few clicks away. HRIS tools should be able to assist with recruitment processes and ideally offer an ATS which integrates with a solid employee onboarding process. The ability to run performance reviews and engagement surveys is also key to consider.

Bob is continually being updated, for example, Your Voice has been a new addition that we have added to our package which has proven to be an excellent way of gaining anonymous feedback, especially for a business of our size.

Bob is very good for organisations with 50+ employees, and ideally, someone within the HR department would have specific responsibility for this tool to get its full benefit.

User-friendly interface: Workday's clean and intuitive design makes it easy for users to navigate and find the information they need.

Scalability: This makes it an ideal solution for growing businesses that require additional functionality over time. As a company expands or needs change, Workday can be customized to meet those evolving requirements.

‍Seamless integration: Workday offers robust integration capabilities with various third-party applications, ensuring a smooth flow of data across different systems. This compatibility with other software tools enables organizations to maintain a connected ecosystem, streamlining processes and reducing the need for manual data entry or reconciliation.

My organization was 10k plus employees and our old HRIS system was dated and clunky. I used it for approximately 2 years. We needed better self-service for not only employees but for managers as well with built-in approval processes. Additionally, we were looking for a tool that could handle the complex requirements of our global workforce, including compliance with local labor laws and regulations. Our previous system didn't have robust reporting capabilities, and it was challenging to extract useful data for analysis. Furthermore, it made it easier to manage employee data and processes across multiple systems. It also provided built-in compliance features, ensuring that we were meeting legal requirements in all countries where we had operations.

Cost: The investment in Workday is substantial, and not a good option for smaller companies.

Learning curve: While Workday's user interface is intuitive, the platform's extensive features may require some time to master. Adequate training and onboarding are essential for users to get the most out of the software.

‍Limited customization: Workday offers a wide range of built-in features and functionalities, but it may not be the best fit for organizations with highly specific or unique requirements.

While Workday has a long list of impressive companies that utilize their system I find SAP SuccessFactors does just as much and for slightly cheaper.

Functionality: Determine the features and capabilities that are most important to your organization. Consider aspects such as human resources, payroll, talent acquisition, time and attendance, performance management, financial management, and analytics. Ensure the tool you choose covers the required functionalities or can be easily integrated with other systems to create a comprehensive solution.

Scalability: Assess whether the tool can grow and adapt to your organization's changing needs. A scalable solution will allow you to add or modify features as your business evolves, ensuring long-term viability.

Integration: Examine the tool's ability to integrate with existing systems and third-party applications. Seamless integration is essential for streamlining processes and reducing the need for manual data entry or reconciliation.

‍User experience: Evaluate the tool's user interface and overall usability. An intuitive and user-friendly design will encourage adoption and make it easier for employees to effectively use the platform.

They have expanded product offerings and made some user experience enhancements.

Enterprise with large (1000k+) and global employees.

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.

1. Zoho People helped us manage all employee data in a single location and made it easier to track employee records.
2. Zoho People has features for employee self-service, performance tracking, and goal setting, which have helped our employees stay engaged and motivated in their work.
3. Zoho People automates a lot of HR processes we used to do manually including attendance tracking, leave management, and payroll processing.

There are many reasons why my organization chose Zoho People: it has customizable features, it’s easy to use, and also cost-effective. It helped us to improve our HR operations and create a more engaged and efficient workforce. I must say Zoho People is worth buying as it streamlines all HR processes. I have been using the tool for 8 months.

1. Zoho People could benefit from a more intuitive interface to make it easier to use.
2. While Zoho People does have a strong mobile app, there’s room for improvement in functionality and speed.
3. Zoho People does offer online documentation and support but it doesn’t cover everything so we do end up reaching out to the support team now and then.

While there are several competitors in the HR software space, Zoho People has several advantages that set it apart from the competition in my opinion.

1. Zoho People integrates seamlessly with other Zoho apps, such as Zoho CRM, Zoho Projects, and Zoho Books, which is great if you happen to use their other products too, and can keep virtually all of your employees on a single platform.
2. It is competitively priced and quite affordable for businesses of all sizes.

If anyone wants to buy a subscription to Zoho People, here are a few points to take into consideration:

1. Determine business requirements and the features you need from the HR management software to choose the appropriate subscription plan.
2. Check the pricing plans and select the one that fits the budget.
3. Before subscribing to Zoho People, take advantage of the free trial to test the software and its features to evaluate whether it meets your requirements or not.

When Zoho people was first released, it was only used by small-size organizations as this software was limited to employee database, leave, and time tracking. Zoho People has evolved over time to become a comprehensive HR management software that offers a wide range of features to businesses of all sizes. The software's integration with other Zoho applications and its focus on mobile accessibility and analytics have helped it stand out in the crowded HR management software market. It also added a few features recently like an onboarding management system and integration with Zoho Analytics.

Zoho People is a cost-effective HR management software that is ideal for small and medium-sized businesses that may not have fully staffed HR departments. Zoho People is also a great choice for remote-working employees to collaborate, track time, handle scheduling, and more.

Namely has an extremely user-friendly interface that helps manage HR tasks efficiently. It integrates payroll, benefits, and performance management into one platform, simplifying key processes. The tool offers customizable reporting capabilities that provide insightful personnel data while maintaining compliance with regulations.

Namely, an automated HR solution preferred by our management after a long history of inefficient HR processes, has proven its relevance as all operations have been streamlined. Switching and gathering information from different platforms was difficult, especially when accustomed to one system's workflow.

Before introducing Namely, completing payroll, personnel records, and other internal processes was time-consuming and prone to errors. We aimed to implement automation to allow a focus on tasks like performance management rather than correcting discrepancies. Namely’s user-friendly interface, creative report design, and working tools played a crucial role in its successful implementation.

I have been using Namely for [insert your time of use], and it has made our human resource processes more efficient, improving workforce management. It has also eliminated the problem of waiting for reports, a common issue in many companies that wastes valuable time.

Customer support at Namely is slow, especially when handling urgent issues. Some customization options, like those for reports, are limited and should be more flexible. Occasional system glitches or downtimes can disrupt important HR workflows and reduce productivity.

Namely's key differentiator is its all-in-one platform, featuring an intuitive user interface that combines payroll, benefits, and performance management in one system. This reduces the need for multiple tools. Compared to platforms like ADP or Workday, Namely is much easier for non-technical users. While competitors may offer more in-depth functionality in specific areas, Namely strikes the best balance between features and simplicity, making it ideal for midsize companies seeking a full-service solution.

When investing in an HR tool like Namely, key considerations include scalability—ensuring the platform can grow with your company—and integration capabilities with other systems such as payroll and benefits providers. Ease of use is critical, as a user-friendly interface leads to higher adoption and minimal training. Additionally, it's important to assess the level of customer support provided and how responsive the vendor is when issues arise. Customization options are another important factor, as the platform’s ability to adapt to your specific HR needs can significantly impact day-to-day operations.

Namely has evolved significantly over time, enhancing its platform to meet user demands with better integration features. Originally focused on core HR management, it has expanded to include payroll management, benefits administration, and compliance tools that help companies align with regulations.

The user experience has improved with a more intuitive interface, and customizable reporting has become more robust to extract meaningful data. Namely has also responded to customer feedback by improving its customer support and onboarding processes, addressing concerns about response times and implementation smoothness.

Namely is ideal for mid-sized organizations, typically with 50 to 500 employees, that want a user-friendly HR solution covering all key HR functions. It is especially suited for companies seeking an easy way to manage payroll, benefits, and performance management without the complexities of large enterprise systems.

Namely also works well for organizations that value employee engagement and want to use data-driven insights to improve HR practices continuously. Its intuitive design makes it accessible for HR teams with any level of technical expertise.