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A quick look at how Rippling handles onboarding, payroll, and compliance — without the chaos.
Simplify HR in minutes
One system for HR, payroll and IT. No duct-taped tools, duplicate entry or compliance confusion.
- Rippling automates payroll, HR and IT in one place
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“Rippling just makes it so much easier and more efficient for everybody. It’s saved us so much time.”
Annabel Tomlin
VP of Operations
Tired of messy HR? Rippling brings it all together.
The old way means wasted time, compliance risk and scattered data.
The Rippling way gives you one powerful system that works the way HR should.
The Rippling way | The old way |
|---|---|
One update syncs across HR, payroll and IT automatically | Enter the same info into three systems |
STP Phase 2, super and award compliance are built in | Never feel confident that you’re fully compliant |
New hires are set up with payroll, apps and devices in under two minutes | Onboarding takes forever and you miss things |
All employee data is in one secure place | Forget where to find certain employee data |
Rippling replaces six disconnected tools with one system | Always switching between spreadsheets and tools |
Devices and apps assigned automatically at hire | IT setup is manual and always delayed |
Trusted by 23,000+ HR teams
“Rippling's platform has been instrumental in allowing us to think outside the square and create the world's most personalised employee experiences. It enables us to deeply understand each employee's needs and tailor experiences specifically for them, which is key to enhancing engagement and satisfaction across our global workforce.”
Aaron Rau
Head of People and Culture
FAQs
What are the main features of the best HRIS software?
The best HRIS solutions, like Rippling, integrate essential HR functions within a centralised human resources management system. Key features include:
- Unified employee database: Securely stores information, enabling seamless updates for tasks like onboarding, compliance tracking and employee management.
- Real-time analytics and reporting: Offers insights that support strategic HR decision-making.
- Employee self-service: Empowers staff to access personal information independently, boosting transparency and reducing HR workload.
These integrated tools ensure efficiency, accuracy and a well-organised approach to HR.
Why should my organisation invest in HRIS services?
Investing in an HRIS software solution can transform your organisation’s HR operations. By automating routine tasks, it reduces the administrative workload on HR teams, allowing them to focus on strategic goals. An HRIS not only helps manage employee data securely but also ensures compliance with labour laws, lowering risk. As a robust human capital management system, it provides real-time analytics, offering insights that drive better decision-making and enhance employee satisfaction.
Overall, HRIS services support a proactive, compliant and data-driven approach to HR.
How do I choose the best HRIS solution for my business?
To choose the best HR management solution for your business, start by assessing your department’s specific needs, including talent management, data handling and compliance requirements. Evaluate whether the software can scale with your growth and integrate smoothly with existing HR management systems. Consider features for handling payroll data securely and with ease, as well as user-friendliness to ensure your team adopts the system seamlessly.
Comprehensive vendor support is key — providers like Rippling offer an "all-in-one" solution that covers all of these needs and more.
What are the benefits of using an HRIS system?
Using a human resource information system (HRIS) offers multiple benefits that boost HR efficiency and align with business goals:
- Centralised employee data management: Provides secure, organised access to all employee information in one place.
- Streamlined HR workflows: Simplifies tasks like payroll, benefits management and compliance tracking.
- Improved data accuracy: Reduces errors in HR processes and maintains reliable records.
- Advanced reporting and analytics: Enables data-driven decisions through actionable insights.
- Employee self-service: Enhances engagement and transparency, empowering employees to access and manage their information.
An HRIS ultimately fosters a more organised, efficient and compliant HR environment.
What is the difference between HRIS, HRMS and HCM?
Sometimes people use these three terms interchangeably, but they have key differences:
- HRIS (Human Resources Information System): Manages core HR functions, such as employee records, payroll, benefits and compliance.
- HRMS (Human Resources Management System): This system includes everything a typical HRIS offers, with the addition of performance management, recruiting and workforce planning tools.
- HCM (Human Capital Management): Covers all HRMS features but adds workforce planning, talent management and analytics to help businesses make better hiring and development decisions.
Some modern HR platforms combine parts of all three, but the exact features depend on the specific system.
See how Rippling works for your team
Get a personalised walkthrough and see how Rippling can save hours every week on onboarding, payroll and compliance.