10 best HRIS software & systems for HR teams in 2025

HR as an organizational discipline was developed in the early 1900s to bring structure to employee hiring, discharges, and compensation. This was around the same time typewriters and telephones were major symbols of innovation. A few years later, the first HRIS software digitized those processes, shifting HR work from paperwork to analytics, but it was limited. It still required manual data entry, offered little automation, and couldn’t connect payroll, benefits, or personnel data in one place.

Today, typewriters sit in museums, and our phones are intelligent assistants, yet a lot of HRIS systems and software are stuck in that limited, industrial era.

Using one of those or planning to buy your first? Read on to see how I compare 10 of the best HRIS software designed for today's modern workforce.

What is an HRIS?

A Human Resources Information System (HRIS) is software that helps companies manage and automate core human resources processes.

It's the centralized database for your entire employee lifecycle. Modern ones include modules for:

• Employee data management: Securely storing personal details, job titles, and organizational structure.

• Payroll and tax compliance: Automating calculations, filings, and payments. Time and attendance tracking: Managing schedules, breaks, and overtime.

• Benefits administration: Handling enrollments, deductions, and eligibility.

• Performance and talent management: Supporting reviews, promotions, and development.

By combining these functions, HRIS software reduces administrative workload, improves compliance accuracy, and frees up your HR team to do more strategic work.

Quick comparison: Best HRIS software at a glance

Here are the platforms that made my shortlist:

Methodology: How I chose the best HRIS software

To figure out which HRIS platforms truly earned a spot on this list, I:

• Started with the source: I reviewed each vendor’s official product and pricing pages to confirm HRIS-specific capabilities like employee data management, payroll integration, benefits administration, and time tracking.

• Checked the fine print: If a company claimed to offer a “complete HRIS,” I verified that it actually covers core HR functions, not just basic payroll or HR add-ons.

• Read the reviews: I reviewed recent feedback from G2, Capterra, and Trustpilot, focusing on trends mentioned at least five times across the last 6–12 months. This way, I captured consistent patterns, not isolated complaints.

• Noted the models: Some HRIS software (like Rippling) centralizes your HR data in one system. Others rely on integrations or third-party partners to fill gaps in payroll or benefits. I made sure to note the difference.

• Scored what matters most: Each HRIS was weighted across:

  • Feature coverage: How well it supports the entire employee lifecycle (from hiring to offboarding).

  • Automation: Whether workflows, compliance, and reporting happen automatically.

  • Integrations: Quality and range of native and third-party connections.

  • Scalability: Suitability for multi-location or global workforces.

  • Usability: Interface clarity, setup effort, and employee self-service options.

Rippling editorial policy: Rippling puts our customers (and prospective customers!) first. The Rippling team is committed to providing information supported by product data, insights, and customer feedback to inform our content.

Top 10 HRIS systems and software

Do you need a system that is fully integrated? One that can also manage contractors? Labor laws in different jurisdictions? Different currencies? You’ll need to answer these questions before you can pick the right HRIS. With that in mind, let’s take a look at some of the options worth considering:

1. Rippling

Rippling isn’t just an HRIS — it’s a complete workforce management system that combines HR, payroll, benefits, time tracking, and even IT management in one easy-to-use interface.

Unlike many HRIS solutions that rely on integrations, Rippling connects every employee record to the systems that run your business, ensuring data stays synced across HR, finance, and IT.

Why Rippling stands out

Rippling is the one HRIS system that can support your US or global team by bringing all their data into a single system. It does this out of the box, without patching together disparate systems or repeating the initial setup. This creates a consistent user experience, whether you're running payroll, requesting PTO, or creating a custom report. 

Where Rippling can fall short

If you only need basic HR functions, you may find Rippling more robust than necessary.

Is Rippling right for you?

Choose Rippling if you want a single system that manages every aspect of your workforce without cobbling together multiple software solutions. It’s ideal for growing businesses looking to automate admin work, ensure compliance, and manage both local and global teams with ease.

Feature snapshot

One platform for all your employee data

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2. Deel

Deel is a global HRIS and payroll platform built for companies hiring across borders. It simplifies how teams onboard, pay, and manage employees or contractors, all while staying compliant with local labor laws.

Why Deel stands out

Traditional HR systems mainly focus on domestic HR tasks, but Deel's strength is in international employment and localized benefits.

With Deel, you can also centralize HRIS, global payroll processing, contractor payments, and EOR under one platform, powered by Deel’s network of acquired payroll vendors: PaySpace, PayGroup, PayAsia, Astute Payroll, PayrollHQ, IWS, and Zeitgold. 

Where Deel can fall short

• Deel grew through acquisitions, leaving it with disconnected systems that don’t always integrate smoothly.

• Deel charges additional fees for misclassification protection, off-cycle pay runs, and end-of-year reports.

• YTD payroll reports must be manually requested, and bespoke reports or dashboard configurations are billed by the hour.

• Unlike Rippling, Deel's off-cycle pay runs aren't free. They cost $29 per employee.

• There are also additional fees for employee offboarding, GL configurations, and treasury management.

• Deel lacks a native applicant tracking system (ATS).

Is Deel right for you?

Choose Deel if you're a startup with a distributed team. If you want an HRIS that scales with your workforce, has broader workflow automation features, and offers native expense and IT management with fewer partner handoffs, Rippling is a strong long-term choice.

Feature snapshot

3. UKG

Created through the merger of Ultimate Software and Kronos, UKG provides HR, payroll, and workforce management solutions. Services include LMS, compliance, integrations, workflows, global and US payroll, T&A, scheduling, talent management, and benefits administration. 

Why UKG stands out

UKG's strength is in its robust T&A system, making it especially valuable for large hourly workforces or shift-based industries.

Where UKG can fall short

• Limited automation due to legacy modules.

• Complex workflows with extra fees for custom reports.

• Implementation is lengthy and requires heavy consulting.

• If your team is small or you only need basic scheduling, you may end up paying for features you don’t use.

• Some forecasting and compliance modules may require higher-tier licenses.

Is UKG right for you?

If you're looking for an HRIS and payroll platform that helps with enforcing breaks, correcting missed punches, and managing pay policies for your hourly staff, then UKG might be a fit. 

Feature snapshot

utomate HR, IT, and Payroll

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4. Paylocity

Established in 1997, Paylocity is a leading brand in human capital management. Their cloud-based HRIS services include Payroll (US and global), T&A, talent management, headcount planning, benefits administration, LMS, and compliance support.

Why Paylocity stands out

Paylocity stands out with highly configurable payroll tasks across pay types, schedules, and deductions. The HRIS platform also promotes employee engagement through built-in collaboration, recognition, and survey features.

Where Paylocity can fall short

• Even with their Blue Marble acquisition for global payroll, reporting is still siloed.

• No EOR services; you'd need to own legal entities overseas first.

• Their expense and IT management tools are hinged on integrations, hence weaker than Rippling’s unified platform.

• Paylocity lacks certain pre-built automations, such as state and local labor policies.

• Reporting isn't comprehensive. For example, you can’t create a single report that ties together payroll, benefits, and time tracking.

• Compared with Rippling (with 650+ native integrations), Paylocity's integration stack is limited.

• You can't automate security permissions, time off policy assignments, dimension assignments, or break & overtime rules.

• Implementation can be time-consuming.

Is Paylocity right for you?

Paylocity provides strong payroll processing and tax filing support for predominantly U.S.-based mid-market enterprises. If you plan to scale past 100 employees, manage a global, distributed workforce, or automate compliance-heavy workflows, Rippling is the better long-term fit.

Feature snapshot

5. Paycom

Founded in 1998, Paycom is a well-known human capital management platform. Services include payroll, time and attendance, performance management, budgeting, and scheduling.

Why Paycom stands out

Paycom is best known for its employee self-service model, where staff can manage their own data, reducing administrative workload for HR teams.

Where Paycom can fall short

• Despite what they bill themselves as, Paycom is not a true all-in-one platform. Their disjointed modules fail to communicate effectively.

• Implementation and configuration can be complex for smaller teams.

• No out-of-the-box 360 integrations (both push and pull) like Rippling.

• Limited task automation, reporting, and report customization features.

• Reports are siloed and can’t be combined across modules.

• Paycom’s role-based permissions are incredibly complicated to set up.

Is Paycom right for you?

Paycom works for large companies that prioritize robust employee self-service tools. If your priority is unifying and interacting with all your employee data, other providers with more robust reporting capabilities may be better fits.

Feature snapshot

6. ADP Workforce Now

ADP Workforce Now is ADP’s flagship HRIS and human capital management (HCM) platform for mid-market and enterprise employers under 1000 employees. It offers a range of HR modules that include payroll, onboarding, personnel data management, benefits administration, and time and attendance management.

Why ADP stands out

ADP Workforce Now is particularly strong in U.S. payroll accuracy, regulatory compliance, and workforce analytics.

Where ADP can fall short

• Built from 100+ acquisitions, its modules often feel fragmented and require navigating multiple teams to resolve cross-product issues.

• Workforce Now does not handle global payroll; global operations require integration with ADP Celergo or GlobalView.

• Workflow automation is less intuitive compared to all-in-one systems like Rippling. ADP customers report spending an enormous amount of time on admin, trying to keep systems in sync.

• Expense and IT management require third-party tools or ADP Marketplace integrations.

• Limited reporting capabilities. Complex reports require ADP support or professional services to create.

• Low account manager-to-customer support ratio. On average, each ADP account manager handles about 50 clients with 150+ employees each, compared to roughly 10 per manager at Rippling.

• Smaller teams may find the platform dated and overly complex compared to modern payroll software.

Is ADP right for you?

ADP is ideal if you prioritize payroll and compliance reliability above all else. However, if you need an HRIS that unifies HR, IT, and payroll workflows under one data model and won't require retraining as you scale, Rippling is a more modern, automation-driven choice.

Feature snapshot

7. Workday

Workday is a cloud-based software company that provides enterprise solutions for HR, finance, and other information systems. 

Why Workday stands out

Workday supports the full employee lifecycle — recruiting, onboarding, payroll, performance, and learning. Its strength lies in automation and predictive financial insights that help large organizations forecast labor costs, stay compliant, and connect workforce planning directly to business outcomes.

Where Workday can fall short

• Implementation can be complex, time-consuming, and costly. It also required hands-on support.

• There's a steep learning curve, and it's not as user-friendly as modern HRIS platforms. You may have to hire dedicated HR consultants just to maintain the system.

• Its native payroll is limited to a few countries, relying on partners elsewhere.

• It may be overpowered for small or mid-market businesses.

Is Workday right for you?

Workday is expensive and resource-intensive to deploy. It’s best suited to large, distributed organizations, not smaller businesses looking for quick setup and simplicity. For unified HR and IT automation at a lower cost, Rippling is a more agile alternative.

Feature snapshot

8. Gusto

Gusto is an easy-to-use HRIS that provides businesses with simple payroll, benefits, and HR management tools.

Why Gusto stands out

Gusto offers full-service payroll to small businesses and start-ups. Its intuitive interface allows managers to track attendance, handle performance reviews, and run payroll easily. 

Employees also get a smooth experience through a self-service portal where they can view pay stubs, update their information, and independently manage local benefits.

Where Gusto can fall short

• Gusto is not designed to meet the needs of growing companies. Once you hit 100 employees, you'll run into issues with scaling.

• It doesn’t cover IT or device management, so you need third-party systems to

• onboard fully.

• Reporting is limited to basic payroll journals and employee reports.

• Gusto does not support payments for U.S. citizens working in other countries.

• It doesn’t run its own global payroll engine; instead, it resells Remote.com’s EOR services.

Is Gusto right for you?

Gusto might be a fit if you're under a few hundred employees and value simplicity over deep customization. If you have rapid, global expansion on your to-do list, Rippling is the option that scales with you.

Feature snapshot

9. BambooHR

BambooHR is a cost-effective HRIS system that offers HR, payroll, time and attendance, performance management, and benefits administration solutions with a focus on employee experience.

Why BambooHR stands out

BambooHR is designed to replace spreadsheets and manual HR processes with a clean interface that makes managing employee records easier and more efficient. The platform also offers applicant tracking, payroll management (for U.S. companies), and simple reporting tools.

Where BambooHR can fall short

• BambooHR is primarily built for small and mid-sized businesses and lacks global workforce capabilities. 

• The platform doesn’t handle complex payroll systems, advanced workflows, or IT automation.

• BambooHR does not automatically track compliance with employee benefits or onboarding, such as I-9 verification.

• BambooHR does not include learning management or headcount planning features.

• After their TRAXPayroll acquisition, some payroll functionality now lives in Bamboo’s Payroll tab, but some still require logging in to TRAXPayroll with a separate login.

• International payments aren’t built-in, so you'll need another system for global staff.

Is BambooHR right for you?

BambooHR is a lightweight HRIS option that centralizes HR activities and saves time on admin tasks, but it can’t match Rippling’s automation or scalability for larger or global teams.

Feature snapshot

10. Paychex

Paychex's suite of HR and management solutions includes payroll processing, T&A tracking, benefits administration, and business insurance. 

Why Paychex stands out

Via its Flex product, Paychex offers flexible service tiers that scale from small teams to mid-sized organizations. Key features include automated tax calculation and filing, workforce and talent management tools, and built-in compliance support.

It also has a breadth of add-ons: you can bundle retirement plans, health insurance, workers’ compensation, and HR services into your payroll plan.

Where Paychex can fall short

• Limited IT integrations and analytics.

• Clunky user experience; covers most HR processes but lacks the modern interface and automation found in newer platforms like Rippling.

• Most of Paychex's modules are hinged on acquisitions, integrations, and SSOs. This means no single source of truth for your employee data.

• While marketed as enterprise-ready, Paychex is often better suited to U.S.-based SMBs under 1,000 employees rather than fast-growing or global companies.

• Common features like access to their employee self-service portal may require extra fees.

Is Paychex right for you?

If you need basic payroll, benefits administration, and human resource management tools, Paychex works. However, it doesn’t support global workforces. If that's your primary interest, you may need to consider other global HRIS alternatives.

Feature snapshot

The only HRIS that scales with you

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How to choose an HRIS system

With so many HR software solutions on the market, the best place to start is with an all-in-one system that is powerful enough to automate complex HR processes and flexible enough to grow with your company.

Once you’ve narrowed your list, here’s what really matters:

Employee information management

Look for HRIS software with automated workflows that reduce time-consuming tasks like document collection and data entry. The best ones are cloud-based and automatically sync updates so your HR professionals always work with the latest data.

Payroll management

Whether you have 10 or 10,000 employees, your chosen system should make it easy to pay everyone — salaried staff, hourly workers, and contractors — accurately and on time. If your company operates in multiple states or countries, ensure your HRIS can handle multiple currencies, languages, and local tax rules.

Time and attendance tracking

Choose HRIS systems that automatically record clock-ins, breaks, and time off requests, then sync that data straight into payroll. This reduces errors, helps with compliance, and keeps your HR staff from chasing missing timesheets.

Benefits administration

Your HRIS should simplify employee benefits management, from healthcare and retirement plans to local benefits, in different regions. 

Your shortlist should contain HRIS tools that automatically update benefits deductions in payroll and give employees self-service access to enroll or make changes. This way, you'll be saving time and improving your employee experience.

Recruitment and onboarding

Make sure your HRIS supports your entire talent acquisition process. Find one with a solid applicant tracking module that handles recruiting data, interview scheduling, and offer approvals in one place. For onboarding (and offboarding), the HRIS software should automatically assign policies, training, and device setups. 

Bonus points if they include development or learning management modules to help new hires hit the ground running.

Which HRIS is best for you?

Based on your company's stage

Based on your persona

Streamline HR and payroll workflows with Rippling

Most HRIS systems force you to choose between two extremes: large, powerful platforms that are hard to configure or lightweight tools that can’t scale with your team.

Rippling eliminates those tradeoffs. It combines breadth of functionality with easy configurability, so you can scale domestically and globally without relying on disconnected systems. Every HR application — payroll, benefits administration, recruiting, performance reviews, learning management, compliance, time and attendance, scheduling, headcount planning, and more — is built natively in one system.

That unified foundation powers automation at every stage of the employee lifecycle:

• Onboarding: Generates offer letters, provisions apps and devices, and enrolls new hires automatically.

• Transitions: Updates payroll and access as employees change roles.

• Offboarding: Revokes access, processes final pay, and closes out records in one click.

• Compliance 360: Monitors labor laws globally and flags issues in real time.

• Global HRIS: Localizes data automatically for each region and currency.

• Custom workflows & analytics: Build reports or automate approvals using hundreds of ready-made templates.

Because all Rippling apps share the same data model, automation, reporting, and compliance work seamlessly together. The result is an HRIS that grows with your organization's workforce without the complexity, fragmentation, or hidden costs of legacy systems.

Your business is complex. HR management shouldn’t be.

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Best HRIS software FAQs