10+ Best HRMS Software Systems in 2025

I like that it’s easy to use. Payroll is seamless and easy to submit. New hires are tracked well, and they integrate with payroll once hired. I also appreciate the training features and how easy it is to assign trainings to new hires and track current employees’ progress. It helps us stay compliant.

We decided to use Paylocity to run payroll after moving away from a PEO and bringing everything in-house. We needed a payroll system, and this one integrated easily within our company. We used it for payroll, performance tracking, and time-off tracking. It streamlined our operations, and we’ve been using it for these tasks.

One downside is their customer service, which takes longer to respond. Onboarding all the information at the beginning was somewhat confusing and took a while. Lastly, making changes to payroll sometimes required a lengthy process to resolve.

Paylocity excels in integrating with other systems. For example, they have DocuSign embedded in their platform, making it easy to send offer letters and employee agreements securely, which are then automatically loaded into the employee file. This seamless integration sets them apart from competitors.

Consider the number of employees you have. This system is great for smaller companies, but larger ones with over a few thousand employees might need a different payroll system. Also, consider which features you need. Do you want recruitment and training features, or are you focused solely on payroll? They offer a la carte options, but each comes with associated fees.

Paylocity has evolved by integrating with more systems, allowing for seamless workflows. As mentioned, they’ve embedded DocuSign, making document management more efficient. Over time, they’ve added features like training modules, expanding their library of available trainings to meet user needs.

Paylocity is great for smaller companies, probably under 2,000 employees. It’s ideal for organizations that value organized, easy-to-use systems. The platform’s efficiency and ease of navigation are definite perks.

Reports can be customized to fit specific needs. BambooHR shows when candidates or employees have viewed emails, which is helpful when they claim otherwise. It provides tracking for performance reviews.

The company I have a contract with did not have an ATS and was using Excel, which is outdated for tracking and consolidating information. I was tasked with researching and finding a solution that would work for a small company and fit our budget and needs.

I implemented BambooHR with the representative and have been using it for over four years. The primary reason we needed it was to track all candidates and create historical data, which is also required by law. We also use it to acknowledge birthdays, track training courses (in the healthcare field), complete 90-day probation evaluations, and monitor one-year anniversaries.

Additionally, we run reports for various departments. One of the most useful features is the ability to email and respond directly to candidates without copying and pasting results into Excel. A helpful bonus is the ability to see when candidates or employees open emails.

Many extra features are expensive. Sometimes, you must schedule a call or meeting to receive clear answers. Some reports are not configured to pull exactly what you need or lack sufficient options.

The pricing works for us—BambooHR meets our needs on a small scale. We operate two different companies and were not able to nest them under the same system, even though they are similar.

Add-ons are billed separately. After implementation, someone within the company needs to become the expert on the system. The implementation period was quick and somewhat rushed.

They have added new features that are either free or included in the selected package, which is a plus. They also offer many tutorials and a self-help support page.

BambooHR is a good fit for small businesses that do not require extensive customization or frequent large-scale changes.

Paycor had a simple interface that was easy to navigate. We were pleased with its all-in-one HRIS solution, which replaced multiple separate systems we had previously integrated. It was a cost-effective solution for a business of our size.

We used Paycor at a previous organization I worked for. We selected it over competitors because we felt it was the best fit for the size of our organization (about 200 employees). The main reason we chose it was to use it as an all-in-one solution for HRIS. We used it for approximately four years.

Customer service at Paycor left a lot to be desired after implementation. There were extra fees for special requests that were not explained upfront. Annual renewals became more expensive over the years.

It is a cost-effective solution compared to many competitors. Reports are customizable and easy to generate. With some other HRIS tools, report generation was more difficult. Since implementation, customer service has been lacking.

Other HRIS providers tend to emphasize customer service and client partnerships more. Paycor met our needs at the time, but more robust systems would better serve larger organizations.

There are a few key factors to consider when purchasing an HRIS/payroll tool. One is customer service and how well the provider supports your organization after the sale. This is especially important for small organizations that rely on strong customer support to save time.

Cost is another factor, but pricing may vary depending on the organization's size, with some providers offering significant discounts for larger businesses.

Organizations should also clarify their specific needs by creating lists of "must-haves," "nice-to-haves," and "not needed" features. This helps avoid paying for unnecessary functionality and can serve as a bargaining tool during negotiations.

During the time I used it, I observed that they kept up to date with wage and labor laws by state, which was crucial for compliance. Over the four years I used it, they implemented software updates to ensure the system functioned smoothly. Although we did not use this feature, they added integration capabilities with other tools over time.

Paycor is well-suited for mid-sized businesses that have HR experts on staff and need an easy-to-use tool.

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 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 Ceridian 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 Ceridian 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.

Ceridian 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 Ceridian 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 Ceridian 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

• Bob is very intuitive to both implement and use.
• Bob integrates easily with other tools (e.g., Teams).
• Bob can be used for multiple sites and countries.

My customer (I'm an HR Manager consultant) was in need of an all-inclusive HRIS. We had a basic system to manage holidays, but all other HR processes were manually managed via Word and Excel templates. As the company grew, this became unmanageable. The key benefit of Bob is that it has multiple modules, allowing you to tailor it to your needs. Bob also offers basic customization, making the tool adaptable to your specific requirements without the need to build an HRIS from scratch. We've been using the tool for over a year now.

• The pricing of some modules is not competitive (e.g., the new ATS module).
• Although it is easy to create reports, you can't combine certain reports. If the data is in multiple areas in Bob, you can't merge it into one report.
• Bob frequently updates. While this can be beneficial, it often requires adaptation.

Bob stays close to market trends and evolves quickly to meet client needs.

Before choosing an HRIS, the HR manager needs to consider the following: What is the current flow of HR processes? How do you want these processes to evolve? What is the budget? What reporting do you need? Is the tool compliant with local regulations (e.g., GDPR)?

There are more options within reporting, improved logic in holiday setup and requests, and more logical flows in performance reviews.

Bob is a good fit for medium to large organizations that are evolving and expanding.

It is user friendly. It is easy to teach it to employees outside of our Human Resources department. There are so many features!

We bought Workday to ensure we had a financial system that would work with our HR systems. This helped us accurately run payroll. We use this Workday for storing the employee information, such personal details, previous employment details and contact details. It helps to track the goal setting to yearly appraisal feedback. We can easily be able to track the compensation revision history as well. It is a highly secured website. It requires a password + additional two security questions to login. This ensures the additional safety of the data.

It can be confusing to navigate at times. That is partially the software itself but more so how our team decided to set everything up. We are still adding more and more and making this process better for our users.

I would consider it very similar to Paycom. I would recommend Paycom over Workday by a slight margin.

Workday is an excellent choice if you are the owner of a business with 250 to 1,000-plus employees and require workforce management tools (onboarding and training, scheduling and leave management), as well as HR analytics tools (pay management and performance evaluation and management)

It has evolved to take on more employees with little effort.

Human Resources, Management, Financial Department

UKG Pro offers a platform for employee recruiting, compliance, and file management, which can help businesses save time and streamline their HR processes. Additionally, its robust reporting and analytics capabilities enable data-driven decision-making, while its focus on diversity and inclusion can promote a positive workplace culture.

Our HR team was facing an administrative burden and we aimed to streamline our HR processes. For this, we needed a tool with HR features that could be customized for a large company. Our goal was to enhance the employee experience. We also wanted to ensure compliance with HR regulations, which is where UKG came in handy. With its customizable HR features and compliance tools, UKG helped us achieve our goals. In summary, we chose UKG to reduce administrative burden, optimize the employee experience, and maintain compliance with HR regulations. I have personally used UKG for 1 year.

UGK's customer service could be improved. Currently, making even simple changes within their systems requires submitting a ticket to the helpdesk. However, there are times when it can feel like too many tickets are being submitted. It would be helpful if they streamlined the process for updating passwords so that users/admins don't have to go through so many tedious steps.

UKG is not the best but it isn't the worst - more flexible than Workday but less flexible than Peoplesoft when it comes to reporting. I have a preference for UKG over its competitors. This is largely due to the convenience and efficiency of its payroll dashboard, open enrollment, and employee self-service features.

When looking to buy a tool like UKG, it is important to consider criteria such as integration, installation, security, support, and features that can bring ease to the admin users and employees. These factors can play a crucial role in the overall effectiveness and usability of the software. By evaluating these aspects carefully it will ensure you’re selecting the right tool to meet your needs.

In regards to maintaining the system, the type of user UKG would be good for is someone who is tech savvy. It could benefit a mid-size to large organization.

Our use of Zoho People was part of a larger bundle that included multiple Zoho systems like CRM, Sign, and Learn. We paid just over $2K monthly for access to these tools, with CRM being heavily utilized by the team.

The main advantage was the cost-effectiveness of the bundled package. If not for that, Zoho People wouldn’t have been our first choice. A user-friendly interface is important to us since our demographic is predominantly millennials, followed by Gen Z.

Ease of use and modern design were key factors in our selection process, which ultimately led us to transition away from Zoho People.

The company I worked for used Zoho People for three years since it aligned with Zoho CRM, a tool the sales team already used. It was the logical choice to stay within the same ecosystem. It also offered many free features that met our initial needs as a startup. As the company grew, we required more advanced functionalities, which eventually led us to transition to a different HRIS system.

The user interface was not as intuitive as other systems I've used as an HR leader. Navigation often felt outdated and clunky. Customization options were limited compared to competitors.

It’s not on my list of preferred HRIS platforms. It does the job and works well for companies just starting out that need a basic system for storing personnel files, providing easy employee access, and offering competitive pricing. From both a backend and user perspective, it’s not ideal. I would still choose other HRIS options like BambooHR or HiBob.

Usability should be the top priority. I’ve launched several HRIS platforms, and at the end of the day, employees need to actually use the system. No matter how great the backend is for HR or how competitive the pricing may be, if the user interface is too complicated, adoption will be a challenge. The system’s overall aesthetic should align with the company’s demographic to support engagement and success.

It improved over the time we used it, but the challenge was that competitors remained ahead of the curve. This made it a tough business decision to stick with Zoho People while waiting for it to catch up. Since we migrated out in December, I’ve noticed significant interface changes, but not enough to make me regret leaving the platform.

Zoho People is a good fit for teams already using Zoho CRM, as it makes sense to keep everything within the same ecosystem. It’s a practical choice for companies looking for a cost-effective, all-in-one solution. I personally think the interface seems to cater more to older generations. It sometimes feels like an elevated version of what AOL Instant Messenger would look like.

I liked how easy it made onboarding new employees.

The ability to manage and store electronic files was a significant advantage.

The reporting dashboard was clear and helpful for monitoring key metrics.

Employees found it easy to access their paystubs and tax information.

The interface, with its social media-like design, was user-friendly and relatable for many employees.

I consulted with an organization for about one year and administered Namely. They were a small but growing business in need of an HR and payroll solution to manage their expanding workforce.

Namely was chosen because it met the needs of various types of organizations and had the flexibility to grow alongside the company as their requirements evolved. I appreciated the compliance features, which helped me stay on top of regulations and deadlines.

The tool was also within the budget approved by the CFO and addressed the needs of both the HR department and employees effectively.

When I first used it, the platform was new and had some glitches.

Payroll processing was initially difficult for the payroll specialist to adapt to.

Learning which reports were essential versus optional required more guidance than was provided.

I would have appreciated more hands-on support during the implementation phase.

The search function did not perform as effectively as I would have liked at the time.

Namely has a more modern and visually appealing interface compared to some competitors.

It promotes diversity and inclusion through its design and functionality.

Its scalable features are suitable for small to mid-sized companies, though larger organizations may need to explore alternatives.

Compared to tools like ADP or UKG, Namely is a more affordable option, though it may lack some of the advanced features those platforms offer.

While Rippling is a strong competitor, I prefer Namely’s design and user-friendly interface.

It’s important to have an experienced payroll person or request training to ensure smooth adoption, as Namely may not be as intuitive as other platforms like UKG or ADP.

Fully prepare questions for your implementation specialist to maximize the benefits of the tool.

Be aware of the states where your employees work, as compliance requirements can vary significantly.

Understand your organization’s growth plans to ensure the tool can scale with your business effectively.

Namely has added new features, including AI-powered tools, to improve functionality.

The interface has become more user-friendly, addressing previous concerns about the search and self-service features.

Employees now find it easier to access essential HR and payroll information.

I think Namely is great for small to mid-size organizations, but I remember it was a tool that scaled to a limit, and if you got too big, a different solution would be better. It possibly would be at the point a larger org could use them, but not sure they are there yet.

I know one of their main competitors is Rippling, so a user or organization should research both before making a decision. I’d also find out if there is a specific person to contact or just a generic number for questions. Over the years, I have been using many tools, and I personally like a particular person or team to work with.