10+ Best HRMS Software Systems in 2025

• Their customer service team was always accessible and helpful, allowing me to quickly talk to an expert to address any needs. This was especially valuable since I didn’t have other "superusers" on my team.
• I appreciated the variety of reports available to run and export, enabling us to develop Paylocity as the "source of truth" for employee data and integrate it with external databases and spreadsheets.
• I liked the ability to house asynchronous professional learning modules within the system. When training was only required for specific roles, we could assign it to select users; for universal training, we could make it a requirement for all.

My organization moved to Paylocity from ADP in 2018. I used it for four years as a manager, then began running payroll and supervising managers approving time and payroll for two years. Paylocity offered us the ability to run more sophisticated reporting, integrate HR functions, and manage employee training for an organization of 500 employees.

• Paylocity has a wide range of capabilities, but each section is designed slightly differently, making navigation between sections (e.g., time and labor to payroll) less intuitive.
• Although I could easily reach the support team, the representative assigned to our organization was not always available, so there was a lack of continuity in my interactions with someone who could help me build expertise.
• I became a more frequent and experienced Paylocity user about two years into our tenure with them, missing much of the initial onboarding. Due to staff turnover, some institutional knowledge was lost. Although their online user guides were helpful, it would have been beneficial to have a structured sequence of guides or an orientation tailored to different aspects of the platform to support ongoing learning.

Paylocity is excellent for large or rapidly scaling organizations. I appreciate the vast amount of information it can store and export and its versatility in being used across multiple departments, including talent, HR, finance, payroll, and development.

When considering Paylocity, think about the size of your organization, the price point (as it may be a more expensive option), and how you intend to use it, as there are many features to choose from.

Also, consider what other systems you use and whether you want to migrate functions like time tracking or learning into Paylocity, keep them separate, or integrate them.

Their support options have expanded to meet diverse user needs. You can call for support, email, use the community forum, or access user guides.

Paylocity is best suited for larger organizations seeking a scalable platform that can serve as a comprehensive solution for organizational needs.

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

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

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

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

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

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

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

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

The worksheets were easy to use and understand. The reports were clear and well organized. Running hourly payroll was time-efficient.

My organization bought Paycor when we were looking for a PEO company. We were looking for something that could handle most HR tasks (payroll, benefits, and compliance reporting). The additional employee tracking was beneficial.

We used Paycor for about five months during our start-up phase. We moved away from Paycor when we found a boutique PEO that better fit our organizational needs.

There was a disconnect with running expatriate payroll. We had consistent errors. It was difficult to get timely feedback and responses.

Paycor was similar to others that we used, and I did not see substantial differences between them. I prefer the current PEO company mainly for the customer service aspect.

Paycor would work better for local employees. If you are dealing with international employees, I would look for a better option that specializes in handling expatriates.

I’m not sure how the tool changed or evolved over time.

Small, local organizations can benefit from Paycor.

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

I liked the comprehensive approach it provided. It allowed me to manage everything in one system without needing to use other platforms. The platform was very user-friendly.

I worked for a smaller start-up that used it to centralize all of its HR needs. They were using it to replace paper files, outsourced payroll, and similar services. BambooHR addressed these needs and allowed them to manage all of their HR work in one place.

I personally used BambooHR for a few months while helping the company implement the software. I found it to be a helpful tool, especially for smaller organizations.

I disliked the limited compliance information across different states. I was not able to use it for our international employees. Uploading large amounts of data was difficult for larger organizations.

BambooHR is great for smaller organizations that don't have a complex employee structure. It was very user-friendly.

Organizations should consider the complexity and size of their employee structure. They should also evaluate the cost in comparison to what they currently pay for other ad hoc services that this tool would replace.

Unknown, as I didn’t use it for a long time.

Smaller, more centralized organizations will find BambooHR a great fit.

I loved that the platform reached our global audience and that our employees could manage their own data in the system. I also liked the reporting functions and how easy it was to make benefit changes in the system from an administrative view.

We chose Dayforce because it was one of the only systems that had the global support we needed. We needed a robust system that would allow our employees to manage their data in the US, EMEA, Canada and Mexico, as well as hone into reporting functions easily for our COE. I used Dayforce for almost 4 years, managing benefits, reporting, and employee data. I trained my team how to use it, so they could emulate this training at their respective locations.

Dayforce is not the most user-friendly interface. It is not impossible to use, but for anyone who struggles with tech, it can be a challenge. Companies with large populations may also find it easy to get analysis paralysis, as all of the reports can be overwhelming and hard to sort through. Lastly, it only gets easier with practice, so if you are not on this platform often it will not get easier to navigate. One truly must familiarize themselves with it in order to understand how to navigate it.

What sets Dayforce apart is its global capability and reporting functionality. I have yet to come across another platform that can store the amount of data this can and pull it together in the same way Dayforce can.

The size and location of their organization/employees, data analytics, user interface and price.

I think they are trying to make a dashboard more user-friendly but otherwise, I think they know their strength and lean into that.

Large global organizations

As a startup company, I love the ability to automate my daily HR administrative tasks. I’m very impressed with the onboarding capabilities for both in office and remote hires. In addition, the ATS integration with Workable is great to streamline hiring.

We were introduced to HiBOB at an HR Technology convention. We were seeking software to automate our hiring workflow process. Bob allowed us to create customized workflows, and implement e-signature documents which drastically improved our onboarding process. Bob also was very useful in helping our HR team with our company reorganization.

It would be nice if Bob had its own ATS to eliminate the requirement for third-party software.

Bob is different from its competitors for several reasons. I find the user interface and experience to be more desirable than a few other platforms. Bob is easy to navigate and has the ability to customize my dashboard. Most importantly our new hires love the straightforward modern onboarding process.

The first thing people should look for is to determine if the tool aligns with your company needs and goals. People should also make sure the tool integrates with their existing tools i.e. ATS. The next feature to consider is the cost per employee. An ideal tool will offer reduced rates as your employee/user headcount increases.

Bob has evolved overtime to meet the new HR landscape and policies surrounding things such as the use of Ai. They continuously provide monthly newsletters with additional templates and tips for HR professionals. Bob also introduced a DEI dashboard.

Small to medium

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 is ideal for complex organizations with multiple entities; payroll can be done with the click of a button. UKG is also optimal for organizations with complicated reporting structures, including dual reporting and multi-location reporting. Lastly, UKG is investing heavily in connecting all of their systems to create a seamless user experience.

My organization selected UKG as our HCM when comparing it against all mid-market products on the market. As a rapidly growing company via acquisition, our primary reason for selecting UKG was that we needed an HCM that allowed us to set up new component companies, new states, and new PTO and benefits plans independently without having to engage a UKG consultant.

The enterprise version of the UKG product allows us the flexibility to move as quickly as our business development team welcomes new partners into the fold. My team of HRIS and payroll experts leads the majority of the setup. We also selected UKG due to its focus on R&D and staying ahead of industry trends. With their robust network of partners, even if they aren't able to accommodate our needs directly, they have prebuilt integrations with many of the best boutique HR applications.

Three years after selecting them, I continue to be pleased with how our implementation and ongoing build-out of the system has gone.

As with all large organizations, getting in touch with customer service can be challenging, i.e., getting issues to the right department to be solved. Second, I wish that UKG Talk was fully integrated with UKG Pro so that our employees would have one interface. Third, I wish the text message functionality was more versatile.

UKG can handle complexity better than most of the other systems that I have used. The only platform that would compare would be Workday, but that's materially more expensive than UKG.

When making this investment, leaders should consider the size and complexity of their organization and have a good handle on all of their system requirements. Knowing how the company will grow or shrink is also important in determining whether UKG is the right price point for the company's trajectory.

For the three years that my team has used UKG, we have seen them invest in several areas. First, they are working to connect disparate modules on the backend to ease the user experience. Second, they have launched new systems in response to generational changes in the workplace. Third, in response to customer feedback, they have overhauled their approach to account management and customer care.

UKG is best for US-based companies with a minimum of 500 employees.

• I like the integration among the Zoho applications which makes life way easier.
• It also provides me with a wide range of features apart from attendance, leave, etc. so I keep trying new things.
• It was easy to set up; I didn't need to wait for an expert to set it up.

I just started my organization and wanted to keep records of their attendance, leaves, employee records, etc. I was using Zoho Books and was happy with that so I thought of trying Zoho People for HRMS. It has been nearly 3 years since I'm using Zoho People.

• There should be a few more integration options with other external software.
• The UI can be improved so interaction over the platform becomes easier.
• Sometimes changing the policies is difficult as quite a lot of things are interconnected.

I have used GreytHR and I found Zoho is quite advanced with a lot more features.

I think it all depends on someone's requirement but I think for startups and small-medium companies, keeping operations simple is key, we should not be wasting our time in dealing with bulky software. In this regard, Zoho People comes handy with the level of integration available within Zoho applications that can fulfill most of your organization's needs.

I have not seen Zoho People change a lot in the last 3 years since I started. There were some minor changes to the UI and some of the features which I found useful.

I think it is good for startups and organizations with remote teams etc. Also, if someone is using some of the other Zoho applications then I think it completely makes sense to use Zoho People.

Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.

Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.

After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.

Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.

Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.

Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.

When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.

When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.

Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.