Best HRIS Software in 2025 to Boost Employee Experience

TriNet HR is an all-in-one HR software solution that simplifies and centralizes processes, particularly payroll and benefits.

The platform, known as Zenefits before a takeover in 2022, lets companies self-serve their HR needs. This is also what sets TriNet HR apart from TriNet's core service, which is full HR outsourcing.

Trinet HR includes what Zenefits was known for (payroll and benefits administration), but it also packs recruitment (powered by JazzHR), performance management, and more.

A mobile app lets you manage HR tasks on the go, providing flexibility and real-time access to important information.

Comparison with Competitors

Trinet HR distinguishes itself from competitors like ADP through its modular approach to pricing and its focus on midsize business needs.

It's also more experienced than newer platforms like BambooHR and Gusto in handling complex payrolls – think tips reporting, multiple pay schedules and pay rates, and contractor payments.

And thanks to its Zenefits legacy, it additionally shines in benefits administration, including HSAs, FSAs, and commuter benefits.

But, it is an older Human Resource Information System Software, often chosen by more traditional companies, and that shows in the UI and UX.

Key Features of TriNet HRIS 

• Benefits Administration: Simplifies the management of employee benefits packages like COBRA.
• Payroll Processing: Integrates payroll seamlessly with other HR functions and supports more complex payroll situations, making it a good choice for a singular HRIS Payroll Software.
• Onboarding and Offboarding: Streamlines the process for new hires and existing employees.
• Performance Management: Tools for evaluating and enhancing employee performance.
• Time Tracking: Efficient management of employee hours and attendance.
• Applicant Tracking System (ATS): Facilitates the recruitment process.
• Compliance Management: Ensures adherence to HR laws and regulations.
• Mobile App: Offers flexibility in managing HR tasks from anywhere.

Pros and Cons of TriNet HR

Pros:

• Payroll: Can handle more complex payroll needs.
• Pricing: Modular pricing with transparent costs for add-on services for larger companies.

Cons:

• Additional Fees: Some businesses may require external HR support for complex issues despite the platform's features, meaning additional fees.
• Not Designed for Enterprise: Primarily suited for small to midsize businesses, which may limit scalability for larger organizations.
• Difficult to Work With: HR teams who have worked with Trinet HR say the process to get a quote, working with TriNet day-to-day can be challenging, and that the tools feel outdated.
• Pricing: While cheaper than certain platforms, price is often mentioned as a negative for Trinet HR.

Who Uses TriNet HR

According to Enlyft data, the typical Trinet HR customer:

• Is based in the US
• Is in the Software or IT industry
• Has 1-200 employees
• Has $1 - 50 million in annual revenue

TriNet HR Pricing 

TriNet HR, including payroll, costs $33 per employee per month or $27 if you pay annually.

If you don't need payroll software and services, their Essentials and Growth bundles may fit you better, with prices ranging from $8 - $20.

Paylocity was founded 26 years ago and went public on the Nasdaq in 2014. In short, it’s one of the OGs in this list.

The platform offers payroll, time & labor tracking, HR services, and features aligned to the employee lifecycle from onboarding to learning and development.

Its offerings are often considered fair and offer good value for money, working well for teams of different sizes.

Comparison with Competitors

Paylocity is often compared with traditional payroll-focused platforms like ADP, Paycom, and Paychex.

In this category, Paylocity stands out for its focus on the employee experience, crafting its online and mobile offerings to engagement. 

Features that go above and beyond include a Facebook-like social hub with news, recognition, celebration, chat, and engagement surveys. 

On the other hand, it lacks some of the recruiting and PEO services that ADP and others provide.

Key Features of Paylocity HRIS

• Payroll: Run payroll natively, including expense reimbursements and tax compliance. Paylocity can file in all 50 states, Puerto Rico, Virgin Islands, and Guam. 
• Early Wage Access: As one of the few on this list, Paylocity offers early wage access. 
• Global Payroll: Thanks to its acquisition of Blue Marble, Paylocity offers management of global employees from the same platform as U.S. employees and pays out compliantly in over 100 countries.
• Time Tracking: The mobile app supports work schedules, time tracking, time-off requests, and shift swapping for hourly and full-time employees, eliminating the need for paper timesheets and reducing complexity in reporting. 
• Self-Serve: Employees can use the app to accomplish most actions they’d otherwise ask the HR team about, like pay stubs and benefits questions. 

Pros and Cons of Paylocity

Pros:

• Affordability: Paylocity pricing is lower than that of its direct competitors, ADP and Paycor. 
• Time Keeping: Paylocity’s time clock features are often positively reviewed, especially for hourly workers. HR teams also mention that the dashboards are very practical. 
• Practical Mobile App: In line with its no-nonsense approach to its platform, Paylocity offers a helpful mobile app that’s easy to use for time tracking, time off, and other self-serve tasks. 

Cons:

• Support: HR teams using Paylocity suggest support can be lackluster, and that account managers often leave after 6-12 months.
• Upselling: Paylocity has a habit of upselling additional features and nickel-and-diming customers rather than trying to find win-win solutions. 

Who Uses Paylocity HRIS

Based on Enlyft data, the typical Paylocity customer:

• Is based in the US
• Is in the Hospital, Health Care, Non-Profit, or IT Industry.
• Has 50-200 employees
• Has $1 - 50 million in annual revenue

Over 36,000 customers use Paylocity, including Kohl’s and Cornell University.

Paylocity HRIS Pricing 

Paylocity doesn’t provide information about its pricing, but online reports estimate it at $18 – $32 per employee per month.

Starting as a regional payroll service provider thirty years ago, Paycor has expanded its offerings to cover the entire US and include a comprehensive suite of HRIS features in recent years.

Paycor supports the complete employee lifecycle, from Recruiting to Offboarding, including Applicant Tracking Systems (ATS), Payroll, Performance, and Engagement solutions.

The software's user-friendly interface is often mentioned on mobile and desktop platforms, making HR tasks accessible from anywhere.

Still, Paycor is on the older side and may not be the right fit for innovative companies, especially those with remote employees.

Paycor Compared to the Competition

Compared to more singular platforms in this overview, Paycor stands out as a more integrated solution.

However, when put side-by-side with newer platforms like Rippling and even BambooHR, Paycor quickly loses its shine.

Key Features of Paycor HRIS

• HR + Payroll Software: A single source of truth for employee data plus advanced payroll, including flexible pay options including direct deposit, pay cards, and earned wage access.
• Benefits Administration: Paycor takes care of benefits plans, ACA tracking and reporting, and workers’ compensation, including automatic payroll deductions.
• Talent Acquisition: AI-powered job descriptions, job board integrations, interview scorecards, automated job postings and bidding, and onboarding.
• Talent Management: 1:1 tool, pre-built templates, goal tracking, peer feedback, job assessments, and role profiles, and LMS, including content on communication, feedback, change, coaching, and conflict resolution.
• Workforce Management: Offers solutions for controlling labor costs, managing schedules, and enhancing productivity through time and attendance software.
• Employee Mobile App: Employees can quickly access pay stubs, W-2s, and benefits information on their phones.

Pros and Cons Based on Reviews

Pros:

• Comprehensive HRIS capabilities that cover the entire employee lifecycle.
• User-friendly employee self-service portal for easy access to HR tasks.
• Mobile apps that provide access to payroll, time and attendance, and other HR features on the go.
• Fairly easy to onboard for most, including the HR teams who had to launch Paycor in their companies.

Cons:

• While Paycor offers a wide range of functionalities, the array of features may be overwhelming and require time to utilize fully.
• Compared to newer HRIS systems and stand-alone applications, most features underwhelm.
• Customer support, especially for more complex questions, is hit-or-miss, according to users.

Who Uses It Paycor HRIS

Based on Enlyft data, the typical Paycor customer:

• Is based in the US
• Is in the Software or IT industry
• Has 1-200 employees
• Has $1 - 50 million in annual revenue

Key customers using Paycor include Intuit.

Paycor Pricing 

The Core Plan, Paycor's most popular option, sits at $199 per month plus $8 per employee per month.

More affordable plans are available, and other charges and discounts may apply, so it's good to contact Paycor for more information. (I heard they often offer free trials!)

UKG (Ultimate Kronos Group) offers a nicely integrated package of HRIS features focused on large enterprises in healthcare and IT.

UKG came into existence after combining two HR software solutions, Ultimate Software and Kronos, into an HRIS platform, and is one of the largest HR technology vendors in the world.

The software is known for being user-friendly interface and extensive customization options, but HR teams who use or used the platform say there are challenges, too.

Of note, and surprisingly for such a huge company, UKG is known for its inclusive, diverse team and community-oriented work environment.

Comparison with Competitors

UGK is usually considered along ADP, Paycor, and similar platforms – those who heavily focus on payroll and HR administration. 

Compared to those HRIS systems, UKG stands out for its employee-centric approach to HR software.

Clients celebrate UKG's user-friendly interface for higher-skilled workers but note that the solution could be too complex for users who are not tech-savvy.

UKG says it's committed to strong customer service and even has a 'partners for life' philosophy cultivated strongly, although some HR leaders on Reddit share that customer service has declined recently.

Key Features

• Core HRIS: People database, newsfeed, workforce analytics, and compliance reports for the U.S. and Canada.
• HR Service Delivery: Knowledge base, document manager, workflow automation, and dashboards for letting employees self-serve challenges they face. (Sit back and enjoy!)
• ATS: Multiple internal and external branded job boards, create job descriptions, match with candidates, provide screening questions, direct posting to job boards, meeting invitations, and offer letters.
• Scheduling: Employee app to view schedules, set scheduling preferences, manage availability, swap shifts, and a dashboard for HR insights.
• Payroll: Running payroll and an employee app to view payroll information based on the older Ultipro application.
• AI-Backed Reporting: Advanced analytics and insights for data-driven decision-making​​. (Note: I have yet to find out what the AI part here does.)

Pros and Cons

Pros:

• Comprehensive HR Management: Streamlines recruitment, onboarding, payroll, and performance management.
• Highly Customizable: If you have specific needs, UKG offers a high level of customization across their HR application.
• User-Friendly for HR Professionals: UKG users proclaim how easy the platform is for users compared to others. And we deserve that, don't we?

Cons:

• Customer Support: Many users have reported needing improvement in customer support responsiveness, citing a lack of knowledge and slow response times.
• Password Troubles: Many administrators of the UKG HRIS system say that users complain about overly difficult passwords, and an even more complicated password-reset system.
• User Interface Issues for Non-Tech-Savvy Employees: As mentioned above, UKG's interface may not be easy to navigate for everyone.
• Lacking ATS: The Applicant Tracking System component of UKG Pro is criticized by some users for not meeting their needs, leading them to invest in separate ATS solutions
• Legacy System Integration: Potential challenges due to remnants of older architecture​​.

Who Uses It

According to Enlyft data, the typical UKG customer:

• Is based in the US
• Is in the Healthcare, IT, or Software industry
• Has 1000-5000 employees
• Has $200 million – $1 billion+ in annual revenue

Featured customers include Feeding America, MGM Grand, The Salvation Army, and Crocs.

Pricing Information

While specific pricing details depend on the features and skills needed, sources list the price between $26 and $37 per employee per month.

Rippling is a highly comprehensive, cloud-based HR platform founded in 2016 by Parker Conrad, who previously created Zenefits. 

It’s completely unique in that the platform does much more than most HRIS platforms, including Finance and IT capabilities alongside core HRMS features like onboarding, payroll, and benefits.

It does that just as easily for local employees as for those around the globe, which is a must for companies practicing remote work.

Speaking of remote, you'll be happy to hear that Rippling also has an in-house POE, easily managed through their contractor management software.

How Rippling Compares to the Competition

Rippling goes beyond offering many key HR modules with "Rippling Unity." 

Unity links HR (including ATS, Time Tracking, Performance Management, Benefits, and Learning and Development!) with IT management and Finance (Payroll, Expense Management, Corporate Cards) into one unified system.

Rippling also heavily focuses on automation, simplifying the management of complex administrative processes, and offering solutions for employee onboarding and offboarding, time tracking, compliance management, and benefits administration.

Rippling's massive growth in the HRIS industry is attributed to its focus on employee experience, extensive integrations, and effective people management.

The platform's ability to work with numerous business apps like Slack, Teams, Salesforce, and more streamlines operations and reduces IT headaches, especially for knowledge workers.

Rippling differentiates itself through its automation capabilities, user-centered design, and acknowledgment that work now happens globally with employees of all kinds who live everywhere.

Following user feedback on UX/UI issues, Rippling made significant design improvements to both web and app versions, enhancing user experience.

Its focus on serving SMBs with a single platform for HR and IT needs places it ahead of competitors, especially in terms of integration and ease of use.

Users acknowledge the higher price but say it's worth it for the features and level of service Ripling offers. One HRBP said on Reddit that "their support and account management is phenomenal with monthly check ins."

Pro Review: HR Tech guru Josh Bersin called Rippling one of the “Trailblazers” for the unified approach and innovative structure, highlighting how this system truly puts people at the center of companies. 

Key Features of Rippling HRIS

• Full-Service U.S. and Global Payroll: Streamlines payroll processes across different geographies.
• Benefits Administration: Manages employee benefits seamlessly.
• Time Tracking: Facilitates employee development and accurate timekeeping.
• Learning Management: Mobile-friendly courses with built-in quizzes and certification recording.
• Recruiting Management: Enhances the recruitment process through
• Compliance Management & Benefits Administration: Ensures adherence to laws and manages employee benefits efficiently.
• Extensive Integrations: Works with tools like Slack, Teams, and Salesforce, enhancing efficiency.
• User-Friendly: Recognized for its user-friendly interface, Rippling makes complex administrative tasks accessible to users of varying tech-savviness levels.

Pros and Cons

Pros:

• Extremely comprehensive HRIS solution that is suitable for all business sizes.
• User-friendly interface and improved design for better accessibility.
• Extensive integrations save time and reduce IT complications.
• Automation of administrative tasks and manual work.
• Perfect for remote teams with global payroll and POE features.

Cons:

• Pricing may be a barrier for very small businesses or startups – most HR leaders I've spoken to would not recommend Rippling for companies under 50 employees
• The breadth of features might overwhelm new users initially.

Who Uses Rippling

According to Enlyft data, the typical Rippling customer:

• Is based in the US
• Is in the Software or Internet industry
• Has 10-200 employees
• Has $1 - 50 million in annual revenue

Featured customers include Tesla, Superhuman, Home Depot, Intel, and Pernod Ricard.

Rippling Pricing

Rippling's official website doesn't give away pricing, but according to Forbes, we're looking at $8 per monthly employee.

Depending on which features you need, this will change significantly, so speak to a Rippling rep to understand your cost.

BambooHR is a cloud-based HR software that handles various HR processes, including performance reviews. If you seek an all-BambooHR is a leading cloud-based HRIS tailored to small and medium-sized businesses (SMBs.)

BambooHR integrates the most popular HR functionalities into a single platform, making it a one-stop shop for managing the employee lifecycle—from hiring and onboarding to payroll, benefits, and offboarding.

Key BambooHR features include recruiting, onboarding, performance management, and more, all available at a competitive price.

It also supports integration with many third-party HR tools.

This flexibility and its wide range of features position BambooHR as a modern solution for today’s HR challenges, especially for smaller companies with more limited budgets and less tech-savvy employees.

Comparison with Competitors

Unlike other platforms that might cater to a broader enterprise market, BambooHR is an HRIS for small businesses, offering a more tailored and accessible experience.

This software stands out for its user-friendly interface, which simplifies the transition for organizations from basic HR processes to a more sophisticated HRIS that caters to their unique needs, something scaling startups often have to do.

The platform’s design prioritizes ease of use and provides a visually appealing workflow equipped with numerous built-in templates to facilitate various HR tasks.

It also stands out positively with its one-stop-shop approach versus competitors that may require multiple software solutions to achieve the same level of functionality.

While Rippling offers this and more, it's also deemed a lot more expensive, according to other HR people I spoke with.

Key Features of Bamboo HRIS

• Comprehensive HR Suite: Includes hiring, onboarding, performance management, time-off tracking, and more.
• Centralized Employee Database: Streamlines management of employee information in one place.
• Automated Core HR Processes: Simplifies approval workflows and other HR tasks to improve efficiency.
• Recruiting and ATS: Post job openings on Indeed, Glassdoor, ZipRecruiter, and LinkedIn, screen applications on a mobile app, and track until onboarding.
• Performance and Engagement Tools: Facilitates effective performance management and employee engagement strategies.

Pros and Cons of the BambooHR HRMS

Pros:

• User-Friendly Interface: Ensures easy adoption and reduces the learning curve for HR staff and employees, especially less tech-savvy ones.
• Comprehensive Functionalities: A wide range of functionalities is available at a competitive price.
• Flexible Integration: Compatible with various third-party HR tools, including payroll and benefits administration.

Cons:

• Payroll: While it includes an option for payroll, some companies still prefer to use their existing payroll systems, indicating a potential limitation in its payroll functionality.
• Global: Limited global payroll and HR capabilities, meaning you'll have to integrate with third-party providers for international businesses and remote teams.

Who Uses BambooHR

According to Enlyft data, the typical BambooHR customer:

• Is based in the US or Canada
• Is in the Software or IT industry
• Has 1-200 employees
• Has $1 - 50 million in annual revenue

Featured customers include Grammarly, Vimeo, Quora, and Fandango, but as shared above, BambooHR is primarily an HRIS for small businesses.

BambooHR Pricing

Specific pricing details for BambooHR were not provided, as with others; Bamboo says the range of prices is too broad to provide online.

Typically, BambooHR offers customized pricing based on the size of the organization and the specific features required.

"New kid on the block" Deel HR stands out for small and midsized companies for a few reasons.

First of all, it's free. Yes, free!

Not just that, it was also designed from the ground up for global remote teams, seamlessly integrating with Deel's EOR services.

This means it can streamline HR, hiring, payroll, and compliance processes across more than 150 countries.

Comparison to Competitors

Deel's offer of free software for companies with under 200 employees sets it apart, especially for small businesses looking to scale globally without incurring high initial costs.

(Let's remember, though, that Rippling once was free, too, and not decide to migrate to Deel on this alone.)

The other side of the coin is that while Deel HR is designed for modern teams and organizations, the newness of the software also means that it's not as robust as some competing platforms.

For example, in the amount of integrations, or the level of payroll complexity it supports.

Then again... it's free. (up to 200 employees.)

Key Features

• Global HR, Hiring, and Payroll: Simplifies managing international teams.
• Integrated Global EOR and Contractors: To pay people from all over the world.
• Modern Self-Service Tools: Deel knows how to build people-facing software and includes helpful employee tools like a People Directory and Org Chart.
• Employee Engagement: Keeping remote employees engaged with features like Slack Connections, Pulse Surveys, and Remote 1-on-1s.
• Onboarding and Offboarding Tools: Streamlines integrating new employees into the company and managing departures.

Pros and Cons

Pros:

• Free: Because what's better than free? Yes, Deel is Free for companies with fewer than 200 employees, making it very attractive for small to medium-sized businesses without too many complexities.
• Global-First: Because Deel owns international entities in most countries, ensuring compliance and managing global teams is easy.
• Comprehensive Compliance: Owns its international entities, ensuring compliance across numerous countries.
• Dedicated Support: Offers dedicated account representatives, particularly for enterprise accounts.

Cons:

• Contractor Management: Ironically, as Deel offers contractor management software, plans are pricier than those of competitors. There are also additional charges for contractor misclassification protection.
• ATS and App: As Deel's HRIS is still quite new, certain expected features like applicant tracking capabilities and a mobile app are still missing. It's up to you whether the free 'price tags' balance this out.

Pricing Information

For companies with under 200 employees, Deel's HR and payroll software is offered for free.

Gusto is one of the leading HRIS systems, mostly designed for small to medium-sized businesses.

The platform started primarily as a payroll solution called ZenPayroll but now offers all core HRIS functions like payroll, benefits administration, and compliance.

Gusto is particularly known for its more modern, user-friendly interface and automated payroll features with a strong emphasis on compliance and benefits administration.

To simplify HR processes for small businesses further, Gusto can also do automatic tax filing, employee self-service, health benefits, and workers' compensation.

Gusto is distinguished in the market for its affordability and ease of use, making it an ideal choice for small businesses without large HR departments.

Additionally, Gusto's customer service and licensed advisors provide valuable benefits selection and compliance support, further easing the HR burden for small business owners.

Comparison to Competitors

Compared to competitors like Trinet HR (Zenefits) and ADP, Gusto stands out for its cost-effectiveness for small businesses and specialized focus on payroll and benefits administration.

While Trinet HR offers more features and is preferred by midsize companies planning for rapid growth, Gusto provides a better balance of functionality and budget for smaller companies.

Unlike ADP, which scales from small to large businesses but may lack depth in certain areas without additional add-ons, Gusto maintains a strong focus on the needs of smaller teams, offering essential HR functions in a more streamlined and cost-effective package.

Key Features of Gusto

• Payroll: Automated payroll processing, including AutoPilot, calculating hours and PTO into payroll, time tracking with geolocation for hourly workers, plus tax filing to save time and reduce errors.
• Compliance: Assistance with ACA, COBRA, HIPAA, and ERISA compliance; employee I-9s and W-2s, and contractor 1099s are stored and organized online.
• Recruiting: Job listings, application tracking, offer letters, and integrations with ATS software like Ashby, JazzHR, and Lever.
• Onboarding Tools: Onboarding checklists, background checks, self-onboarding, and full onboarding with a focus on remote onboarding.
• Time Tracking: Integrated time clock with mobile apps and kiosk (iPad) support, including geofenced work sites and self-service schedule changes.
• Performance Management: Set up performance review cycles and track progress. For more, Gusto integrates with major performance management tools like Lattice, 15Five, and Empuls.
• Software Provisioning: Gusto integrates with HR-IT tasks like setting up and removing accounts in Slack, Microsoft 365, Zoom, and more.
• International Contractor Payroll: Employer of Record (EOR) service in Canada, with up to 75 more countries following. Pay contractors in more than 120 countries.

Pros and Cons

Pros:

• Comprehensive Feature Set: Gusto offers a comprehensive set of tools optimized for the modern world of work.
• User-friendly interface: Gusto is part of the newer generations of HRIS, such as Rippling and BambooHR, which is evident in the employee experience.
• Cost-effective: Unless you need a system to run your whole company, where Rippling shines, Gusto is cheaper and serves most businesses better.
• Remote-Friendly: Gusto can register for payroll taxes in 50 states and works with Remote to provide EOR and global contractor payments.

Cons:

• Customer Service: Some users report slow customer service response times.
• Scalability: Some HR administrators say that Gusto stops working well at higher numbers of employees.

Who Uses the Gusto HRIS

According to Enlyft data, the typical Gusto customer:

• Is based in the US
• Is in the Accounting, IT, or Financial Services industry
• Has 1000-5000 employees
• Has $200 million – $1 billion+ in annual revenue

Featured customers include Google, Stanford, Upwork, and Salesforce.

Gusto Pricing

Gusto offers competitive pricing with a tiered structure based on the features needed.

Each plan includes payroll and benefits administration, with costs varying by additional functionalities and the number of employees.

Gusto's pricing is $40 plus $6 for every employee for its Simple Plan and $60/month

plus $9/month per person for the Plus plan, which includes features like Time Tracking and Performance Management. Contractors are billed at $6 per month each.

Gusto offers additional support for $6 per employee per month, which some users say is a must to fully take advantage of the platform, especially in larger companies.

Another newer kid on the block, Bob (often referred to as HiBob due to their website address) takes the core HRIS elements and blends them with employee engagement modules.

Smaller companies have especially taken a liking to Bob, as it's modern and affordable while being flexible enough to fit most requirements.

The platform aims to feel more like a social networking site that happens also to tick off HR tasks and has a particular focus on creating a great end-user experience.

Bob natively supports various modern working models, including hybrid work, remote work, and work from anywhere.

The platform was founded in late 2015, making it one of the newer HRIS software companies in this comparison.

Comparison to Competitors

Most people put BambooHR and Bob head to head as two modern HR platforms that focus on the employee experience, however, we should also look at Rippling and Deel in this context.

Compared to these top-rated HRIS systems, Bob stands out positively in a few ways. 

One, it's designed for easy engagement from all types of employees versus some platforms that are more designed for us as administrators. That's also important, but no one wants a system people hate using.

With celebration, communities, and recognition, Bob bakes in engagement, giving employees additional reasons to use the platform beyond just submitting days off.

Finally, Bob is also more global in its approach compared to US-based HRIS systems. This means that Bob may feel more inclusive for companies outside of the US.

One customer says on the Bob website:

"Often there’s a lot of technology that comes out of the US or certain locations that’s very US-centric. But as soon as you go into different time zones and currencies, it gets hard, and you end up celebrating birthdays on the wrong day and getting notifications for anniversaries on the wrong day, which is really frustrating.”

Bob doesn't yet offer one key HR job: running the payroll natively. For this, you'll have to work with another partner it integrates with.

Bob also lacks an integrated ATS, although, for most companies, this is not an issue since they often invest in a stand-alone ATS anyway.

Compared to Rippling, Bob (while cheaper) additionally lacks IT and Finance features and integrations, the Learning & Development platform, and advanced data synchronization features.

Key Features of HiBob

• Core HR: Store all your employee data, set up workflows, and automate processes. Bob offers a built-in eSignature product and document storage.
• Onboarding: Automate standard onboarding flows, including email sequences that can start in pre-boarding and connect to your social feed for welcome messages.
• Time Tracking: Clock-in and clock-out online or through the mobile app, make manual edits, nudge employees who didn't submit their time cards, and link attendance reports to your payroll. Bob also has a strong and flexible time off policy module.
• Social Feed: A Facebook-style social homepage brings together important news, recognition, and celebrations. From here, employees can browse an interactive org chart, the people directory, and affinity-based 'clubs.'
• Engagement Surveys: Bob integrates employee surveys into its platforms, allowing you to send and store employee engagement surveys and performance reviews, track employee sentiment (rather than using standalone employee survey tools), and collect feedback.
• Compensation Management: Comply with new local salary transparency laws, see people's compensation history, and plan for salary increases.
• Hybrid Team Management: Bob natively integrates hybrid remote work planning, usually the domain of hot desk booking software. See which team members will be in the office and when.

Pros and Cons

Pros:

• Comprehensive Features: Bob integrates most must-have HR features (minus payroll) into one platform, creating a one-stop solution for HR and employees.
• Modern Interface: The Facebook-style platform feels like a modern employee intranet and is easy and fun to engage with, unlike your traditional HRIS.
• Hybrid Work Support: Bob understands that most companies allow a hybrid work schedule and put hybrid scheduling tools into the platform.
• Engagement: The firm's focus on making HR tools delightful for employees to use sets Bob apart positively.
• Mobile App: Bob also offers a mobile app that allows employees to self-serve most common tasks.

Cons:

• No payroll: Lacking an integrated payroll solution means using an additional provider like Paycor or Paylocity. This, in turn, means additional costs and data accuracy challenges.
• No ATS: Not having an integrated ATS means that the journey from job post to onboarding has to be covered by an additional platform. The same goes for detailed performance tracking and learning & development, which Rippling, for example, supports.

Who Uses It

Featured customers include Fiverr and Gary V's VaynerMedia.

Pricing

Bob doesn't provide pricing online, but reports put it at between $16 and $25 per employee per month.

Workday is an incredibly sophisticated HRIS software and one of the best HR for very large companies and enterprises of 1,000 employees and over.

HR administrators using Workday admit that using Workday "definitely requires dedication from resources to maintain the system and use it to full advantage," but that this is worth it for large and complex companies with ditto expectations of their HRIS.

For smaller companies, Workday usually isn't the best option, as you'd need a dedicated team member to manage it, or pay a lot for consultants whenever something needs to be adjusted.

Compared to the Competition

Companies that look at Workday would also consider UKG and Paylocity.

Compared to these platforms, Workday stands out positively due to its deep Accounting and Finance capabilities, and companies that get both Finance and HR on board with Workday will see the biggest benefits.

Linking Finance capabilities with your human capital operations will streamline reporting, insights, and operational optimization.

In short, Workday should be seen more as an ERP with HR as one of its internal customers than a standalone HRIS.

Key Features

• Native Payroll: Workday runs native payroll in the U.S., U.K., Canada, and France and works with ADP to support payroll in all other countries.
• Deep Finance Integration: Combines financial planning, budgeting, forecasting, spend management, payroll, sourcing, and procurement in one system.
• Learning & Development: Provide contextually helpful content depending on individual employees' roles and stages, plus assign complete learning 'Journeys' for compliance and other training. Workday also offers a complete LMS and pre-created online learning modules.
• Self-Serve: The "Workday Assistant" lets employees ask questions and retrieve payroll data directly in a chat window. Thanks to Workday's AI capabilities announced in September, people can ask questions about policies and how-to issues from automatically created help guides and docs. The new "Ask Workday" AI assistant will even allow employees to plan their careers!
• Skills Cloud: Future organizations will be more skills-driven than ever. Workday's Skills Cloud bolsters internal talent marketplaces and career mobility opportunities.
• Manager Insights Hub: We know why managers are important: they create over 70% of the variance in employee engagement retention. Workday's new feature shows managers all the critical data for each employee to support them better.
• Employee Listening: Workday's Peakon Employee Voice allows you to run continuous employee surveys, creating insights to improve employee engagement and retention.
• Workforce Planning: Due to the significant amount of data that Workday has, its People Analytics enables you to do detailed workforce planning for all kinds of employees, including hourly, contingent, billable, and gig workers.

Pros and Cons

Pros:

• Flexibility: Workday is highly customizable and can support any type of employment. It also prepares you for a future where skills and internal talent marketplaces are key.
• Community: While complex, there is a helpful community of workday users online that can help solve challenges with the system.
• Deep Insights: Workday gives unparalleled insight, critical for people analytics towards end-to-end workforce planning.

Cons:

• ATS: Multiple Workday users say its Applicant Tracking System is a pain for the HR administrator and the employee.
• Complexity: The platform is as powerful as it is complex. Users recommend having at least one full-time team member dedicated to Workday.
• Price: Because of its complex capabilities, Workday is far from affordable, so it's not recommended for companies under 1,000 people.

Who Uses the Workday HRIS?

According to Enlyft data, the typical Workday customer:

• Is based in the US
• Is in the IT, Software, or Finance industry
• Has over 1000 employees, including many companies with over 10,000 people
• Has $1 billion+ in annual revenue

Featured customers include eBay, AT&T, Bank of America, Sanofi, Hulu, and more.

Workday HR Pricing

Workday doesn't provide pricing, and online reports peg it between $40 and $99 per employee per month.

One current user says Workday is more cost-effective for companies with many blue-collar employees due to its modular pricing.