16 Best Global HRIS of 2025: Reviewed & Compared
10 Best Global HRIS Shortlist
Here's my pick of the 10 best software from the 16 tools reviewed.
Get free help from our HR software advisors to find your match.
Managing HR across borders comes with a unique set of challenges: navigating local labor laws, managing employee data across time zones, running global payroll, and staying compliant with shifting regulations.
It’s overwhelming, especially if your systems are disconnected or not designed for international teams.
That’s where a global HRIS (Human Resource Information System) comes in.
The right solution can centralize your HR data and processes, automate repetitive tasks, help ensure compliance in multiple countries, and give you real-time visibility into your entire workforce—no matter where they’re based.
I’ve spent years evaluating HR software and helping companies find tools that truly work. I know how tough it is to choose a system—especially when "global" capabilities differ so much between vendors.
That’s why I created this guide: to help you compare top global HRIS platforms and choose the right one with confidence.
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Best Global HRIS: Comparison Chart
This comparison chart summarizes pricing, trial, and demo details for my top global HRIS selections to help you find the best option for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for globally distributed teams | Free demo available | Flat rate user pricing, with a free version for businesses with up to 200 people | Website | |
| 2 | Best for large enterprises | Free demo available | Pricing upon request | Website | |
| 3 | Best for integration with SAP ERP | Free trial + free demo available | Pricing upon request | Website | |
| 4 | Best for workforce management | Free demo available | Pricing upon request | Website | |
| 5 | Best for payroll expertise | Free demo available | Pricing upon request | Website | |
| 6 | Best for medium to large enterprises | Free demo available | From $8/user/month (billed annually) | Website | |
| 7 | Best for global HR compliance | Free trial available | From $29/user/month | Website | |
| 8 | Best for remote team hiring | Free demo available | From $20/user/month (billed annually) | Website | |
| 9 | Best for payroll automation | Free demo available | From $15/employee/month | Website | |
| 10 | Best for small to mid-sized businesses | Free demo available | From $7/user/month (billed annually) | Website |
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HiThrive
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6 -
Guru
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6 -
Absorb LMS
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6
Best Global HRIS Reviews
Below are my detailed summaries of the best global HRIS that made it onto my shortlist. My reviews offer a detailed look at the key features, pros & cons, integrations, and ideal use cases of each tool to help you find the best one for your team.
Deel is a global HR platform tailored for distributed teams, enabling efficient management of remote employees and contractors. It streamlines employee onboarding, payroll, and compliance across more than 150 countries.
Why I picked Deel: It excels in supporting remote teams with features like automated payroll and localized benefits. Deel handles compliance with local laws, so you don't have to worry about legal complexities.
Its comprehensive dashboard offers detailed insights into global costs and headcount. The ability to customize workflows and reporting makes it ideal for distributed teams needing flexibility.
Standout features & integrations:
Features include customizable dashboards for stakeholder reporting, HR plugins for Slack to boost collaboration, and pulse surveys to gain team insights. Deel also facilitates one-on-one meetings for better team communication and automates workflows, reducing manual data entry.
Integrations include Slack, QuickBooks, Xero, BambooHR, Greenhouse, Workable, Gusto, Netsuite, Lever, and Expensify.
Pros and cons
Pros:
- Detailed global cost insights
- Localized benefits management
- Automated payroll processing
Cons:
- Higher costs for extensive global use Limited flexibility in contract terms
- Higher costs for extensive global use
Workday is an enterprise-level human capital management solution designed for large organizations. It streamlines HR, payroll, and financial management and provides valuable insights to support data-driven decision-making.
Why I picked Workday: Its scalability makes it a great fit for large enterprises and HR teams that manage extensive global operations. Workday offers real-time analytics and reporting tools that provide deep insights into workforce trends and performance.
It offers a unified HR and financial management platform that enhances decision-making processes. The platform's adaptability allows it to meet the complex needs of large organizations.
Standout features & integrations:
Features include advanced analytics, configurable dashboards, and a talent marketplace. Advanced analytics provide insights into workforce trends. Configurable dashboards let you customize data views to meet your needs. The talent marketplace connects your team with internal opportunities.
The system's adaptability ensures it can meet the complex needs of large organizations, making it a reliable choice for managing large teams across multiple locations effectively.
Integrations include Salesforce, Microsoft Azure, Slack, Adobe, ServiceNow, IBM, Deloitte, PwC, Capgemini, and KPMG.
Pros and cons
Pros:
- Supports data-driven decision-making
- Unified platform for HR and finance
- Scalable for large enterprises
Cons:
- Expensive for small businesses
- Complexity in initial setup
SAP SuccessFactors is a cloud-based human capital management solution designed for large global enterprises. It focuses on core HR functions, talent management, and workforce analytics, providing a comprehensive suite for managing global HR needs.
Why I picked SAP SuccessFactors: Its integration with SAP ERP systems makes it an ideal choice for businesses already using SAP solutions. SuccessFactors offers advanced workforce analytics, helping you make informed HR decisions.
The platform's talent management tools support the entire employee lifecycle, from recruitment to retirement. Its flexibility and scalability are well-suited for large enterprises with complex HR needs.
Standout features & integrations:
Features include advanced workforce analytics that provide insights into HR trends and performance metrics. The platform offers talent management tools for recruitment, onboarding, and employee performance tracking.
In addition, it includes HR tools to support learning and development initiatives, ensuring your team continues to grow and develop new skills.
Integrations include SAP ERP, Microsoft 365, Google Workspace, Slack, LinkedIn, Workday, Salesforce, Oracle, and ADP.
Pros and cons
Pros:
- Scalable for large enterprises
- Supports learning and development
- Comprehensive talent management tools
Cons:
- Complexity in initial setup
- Requires ongoing user training
UKG Pro is a human capital management (HCM) solution for organizations seeking comprehensive global workforce management tools. It targets mid-sized and large companies and focuses on employee onboarding, payroll, talent management, and employee engagement.
Why I picked UKG Pro: It's known for its global workforce management capabilities, offering tools for talent development, attendance, and time tracking. The platform provides real-time data analytics, helping you make informed HR decisions.
UKG Pro's employee engagement features, like surveys and feedback tools, enhance workplace culture. Its scalability supports growing businesses by adapting to their changing needs.
Standout features & integrations:
Features include advanced reporting tools that provide insights into workforce trends, helping you optimize your HR strategies. The platform also offers mobile access, allowing your support team to manage HR tasks easily from anywhere.
Additionally, it supports employee self-service, empowering your staff to submit PTO requests and update their employee data directly, reducing administrative burdens.
Integrations include Salesforce, Microsoft Azure, SAP SuccessFactors, Oracle, Workday, Ceridian, Netsuite, QuickBooks, and BambooHR.
Pros and cons
Pros:
- Mobile access for HR tasks
- Employee engagement features
- Scalable for growing businesses
Cons:
- Higher costs for startups
- Limited customization options
ADP offers a range of global HRIS solutions tailored for businesses needing strong payroll solutions and benefits management support. Its products, including ADP Global Payroll, ADP Celergo, and ADP GlobalView Payroll, focus on payroll processing and compliance and cater to companies of all sizes.
Why I picked ADP: ADP is known for its payroll expertise and provides solutions that ensure compliance with local and international tax laws. It offers features like automated payroll processing and tax filing, making it a reliable business choice.
ADP's intuitive reporting tools give insights into payroll data. Its scalability supports small businesses and large enterprises, aligning with their payroll needs.
Standout features & integrations:
Features include detailed reporting tools that offer insights into payroll data, helping you make informed decisions. It also provides mobile access so your team can manage payroll on the go. Additionally, ADP's compliance tools align you with global tax regulations.
Integrations include QuickBooks, Xero, Workday, BambooHR, SAP SuccessFactors, Oracle, Salesforce, Microsoft Dynamics, NetSuite, and Slack.
Pros and cons
Pros:
- Mobile access for payroll management
- Intuitive reporting tools
- Scalable for any business size
Cons:
- Limited customization options
- Pricing details per product are not transparent
Rippling is a human resources management system (HRMS) for medium to large enterprises with global operations. It simplifies the hiring, payroll, and compliance processes for hiring both international employees and contractors.
Why I picked Rippling: The platform excels at quick hiring processes, allowing you to hire employees in the US in under 90 seconds. It offers comprehensive payroll management that supports weekly or biweekly cycles while ensuring compliance with local tax regulations.
Rippling's ability to manage both contractors and employees without needing a local entity sets it apart from many other global HRIS platforms. Rippling also provides localized contracts and compliance management tools, making it ideal for medium to large enterprises looking to expand internationally.
Standout features & integrations:
Features include a unified system that integrates in-house HR, IT, and finance functions for efficient management. The system also offers proactive compliance management, identifies risks, and provides access to regional HR experts.
Additionally, Rippling’s platform streamlines payroll processes, automating tax withholdings and filings to ensure compliance across multiple jurisdictions.
Integrations include Slack, QuickBooks, Xero, Microsoft Azure, Google Workspace, GitHub, Salesforce, Zoom, Dropbox, and Okta.
Pros and cons
Pros:
- Access to regional HR experts
- Efficient tax automation
- Flexibility in managing contractors and employees
Cons:
- Potentially higher costs with EOR model
- Costs increase with headcount
Remote is a global HR system for businesses that manage international teams. It focuses on simplifying HR compliance, payroll, and benefits administration across multiple countries.
Why I picked Remote: It excels in global HR compliance, offering localized legal guidance to ensure your operations comply with international laws. Remote also provides employer of record (EOR) services, handling payroll taxes and benefits in various countries. Its platform also facilitates smooth onboarding of international employees, reducing administrative burdens.
In addition, Remote’s global equity experts can also help you develop an incentive plan and strategy to offer stock options to your international team, with them taking the lead on all the requisite tax withholding and reporting requirements.
Standout features & integrations:
Features include employer of record services that handle payroll taxes and benefits, reducing workloads for your HR departments’ team members. Remote offers localized legal guidance, ensuring compliance with international laws. The platform also provides an excellent onboarding experience for global employees, simplifying the hiring process.
Integrations include BambooHR, Greenhouse, Lever, Workable, QuickBooks, Xero, Gusto, Expensify, Sapling, and Slack.
Pros and cons
Pros:
- Efficient international onboarding
- Access to localized legal guidance
- Simplifies global HR compliance
Cons:
- Limited customization options
- Higher cost for smaller teams
Multiplier is a global HR platform that helps businesses hire and manage remote teams. It simplifies the process of hiring, onboarding, and managing employees across different countries, focusing on compliance and payroll.
Why I picked Multiplier: It excels in remote team hiring by offering features that streamline international recruitment and onboarding. Multiplier handles compliance and payroll, ensuring your team meets local legal requirements. The platform's user-friendly interface makes managing global teams and tracking employee performance easy.
Its ability to facilitate remote hiring and management makes it a valuable tool for businesses expanding their international presence.
Standout features & integrations:
Features include a centralized dashboard that provides a clear overview of your global workforce. The platform offers compliance management tools to ensure adherence to local laws and regulations.
In addition, it provides payroll automation, reducing your team's administrative burden.
Integrations include QuickBooks, Xero, BambooHR, Gusto, Workday, SAP SuccessFactors, Oracle, Microsoft Dynamics, NetSuite, and Salesforce.
Pros and cons
Pros:
- Supports global workforce expansion
- Facilitates remote team management
- User-friendly interface
Cons:
- Limited customization options
- Complexity in initial setup
Papaya Global is a workforce management platform tailored for businesses seeking efficient payroll processing and compliance. It serves companies of all sizes and focuses on automating payroll and managing global workforce operations.
Why I picked Papaya Global: It excels in payroll automation, offering features that simplify payroll processing across multiple countries and currencies. It provides a centralized platform for managing payroll, taxes, and compliance, reducing administrative burdens.
Papaya Global’s ability to automate complex calculations and ensure compliance with international regulations makes it ideal for businesses with a global workforce. The platform's scalability supports companies as they expand into new markets.
Standout features & integrations:
Features include automated payroll processing, which reduces manual errors and ensures timely payments. The platform also offers compliance management tools that keep your operations aligned with local regulations. Plus, their centralized dashboard simplifies tracking workforce data, enhancing visibility and control.
In addition to Papaya Global’s HRIS platform, they can also assist with international benefits administration and global immigration issues.
Integrations include QuickBooks, Xero, NetSuite, SAP, Oracle, BambooHR, Workday, Gusto, Expensify, and Slack. They can also create additional custom integrations for your existing HR software upon request.
Pros and cons
Pros:
- Scalable for growing businesses
- Centralized workforce management
- Efficient payroll automation
Cons:
- Limited customization options
- Complexity in initial setup
Cezanne is an HR software solution tailored for small to medium-sized businesses. It focuses on streamlining HR processes and improving workforce management. It provides tools for employee management, performance tracking, and compliance, delivering value to organizations looking to enhance their HR functions.
Why I picked Cezanne: Its flexibility and scalability make it ideal for smaller businesses that need adaptable HR solutions. Cezanne offers customizable modules, allowing you to tailor the platform to fit your specific needs.
Its emphasis on user-friendly design ensures that your team can easily navigate and utilize its features. The platform's ability to grow with your organization provides long-term value.
Standout features & integrations:
Features include a self-service portal that empowers employees to manage their own employee data, including PTO requests, reducing administrative burdens. The platform offers advanced analytics, providing insights into workforce trends and performance. It also supports compliance management, ensuring your operations align with local regulations.
Integrations include Xero, QuickBooks, Sage, Zapier, Google Workspace, Microsoft 365, BambooHR, Slack, Salesforce, and LinkedIn.
Pros and cons
Pros:
- User-friendly design
- Customizable modules
- Flexible and scalable for growth
Cons:
- Potential integration challenges
- Some modules cost extra
Other Global HRIS Software
Here are some additional global HRIS options that didn’t make it onto my shortlist but are still worth checking out:
- HiBob
For engaging employee experiences
- RemoFirst
For cost-effective global hiring
- Oyster HR
For remote-first companies
- Velocity Global
For international expansion
- SIGMA-RH
For French-speaking businesses
- Global HRIS
For UK-based organizations
Selection Criteria for Global HRIS Systems
When selecting the best global HRIS to include in this list, I considered common buyer needs and pain points like managing international compliance and simplifying global payroll. I also used the following framework to keep my evaluation structured and fair:
Core Functionalities (25% of total score): To be considered for inclusion in this list, each solution had to fulfill these common use cases first:
- Manage employee data
- Process global payroll
- Ensure compliance with local laws
- Track time and attendance
- Offer employee self-service functions
Additional Standout Features (25% of total score): To help further narrow down the competition, I also looked for unique features, such as:
- Customizable workflows
- Advanced analytics and reporting
- Integration with other business tools
- Multi-language support
- Automated compliance updates
Usability (10% of total score): To get a sense of the usability of each system, I considered the following:
- Intuitive user interface
- Easy-to-use menus and navigation
- Minimal training required
- Responsive design for mobile access
- Clear and concise training documentation
Onboarding (10% of total score): To evaluate the customer onboarding experience for each platform, I considered the following:
- Availability of training videos
- Comprehensive templates and guides
- Interactive product tours
- Access to webinars and live demos
- Support from chatbots or live agents
Customer Support (10% of total score): To assess each software provider’s customer support services, I considered the following:
- Availability of 24/7 support
- Multiple support channels (e.g., email, phone, and live chat)
- Response time for inquiries
- Quality of help documentation
- Access to a dedicated account manager
Value for Price (10% of total score): To evaluate the pricing of each platform, I considered the following:
- Competitive pricing compared to features
- Transparent pricing structures
- Availability of flexible plans
- Cost of additional features or modules
- Discounts for annual subscriptions or volume discounts
Customer Reviews (10% of total score): To get a sense of overall customer satisfaction, I considered the following when reading customer reviews:
- Overall satisfaction rating
- Commonly mentioned benefits
- Frequency of reported issues
- Feedback on customer support
- Recommendations from peers
Using this assessment framework helped me identify the global HRIS software that goes beyond basic requirements to offer additional value through unique features, intuitive usability, smooth onboarding, effective support, and overall value for price.
How to Choose a Global HRIS
It’s easy to get bogged down in long feature lists and complex pricing structures. To help you stay focused as you work through your unique software selection process, here’s a list of key factors to keep in mind:
| Factor | What to Consider |
| Scalability | Ensure the system can grow with your team, accommodating increased users and data. |
| Integrations | Check if it integrates with your existing HR tools like your payroll software, CRM, or any communication apps you use. |
| Customizability | Look for options to tailor the platform to your current workflows and reporting needs. |
| Ease of Use | Choose a user-friendly interface that minimizes training time for you and your team. |
| Budget | Align the cost with your financial plan, including hidden fees or future price hikes. |
| Security Safeguards | Prioritize data protection features like encryption and compliance with data regulations. |
| Support Services | Evaluate the quality and availability of customer support for troubleshooting issues. |
| Compliance Features | Ensure it supports compliance with international labor laws and tax regulations. |
Trends in Global HRIS
During my research, I sourced countless product updates, press releases, and release logs from different global HRIS vendors. Here are some of the emerging trends I’m keeping an eye on:
- AI-Powered Analytics: Vendors are incorporating AI to provide deeper insights into workforce trends and predictive analytics. This helps HR teams make data-driven decisions faster. In addition, some platforms now offer AI-driven suggestions for talent management and recruitment.
- Employee Wellbeing Tools: There's a growing focus on mental health and wellbeing features, such as stress management resources and wellness tracking. These tools aim to improve employee satisfaction and retention.
- Remote Work Support: As remote work becomes the norm, HRIS solutions are enhancing features for managing remote teams. This includes tools for virtual onboarding, remote performance tracking, and digital collaboration.
Diversity and Inclusion Features: HRIS platforms are adding tools to track and improve diversity and inclusion metrics. These features help companies align with social responsibility goals and enhance workplace culture. - Blockchain for Security: Some vendors are exploring blockchain technology to enhance data security and transparency. This trend is particularly relevant for verifying credentials and securing sensitive employee information.
What is a Global HRIS?
A global HRIS is a human resources information system that manages HR tasks for companies across multiple countries. HR professionals, managers, and business leaders use these tools to handle payroll, compliance, and employee data globally. They also include features like AI-powered analytics, remote work support, and diversity tracking to help with decision-making, team management, and aligning with social goals.
These tools provide significant value by simplifying complex HR processes and enhancing organizational efficiency for global teams.
Features of Global HRIS
When selecting a global HRIS, keep an eye out for the following key features:
- AI-powered analytics: Provides insights into workforce trends and supports data-driven decision-making.
- Employee self-service: Allows employees to manage their own employee data, reducing administrative requests for support from HR teams.
- Remote work support: Facilitates the management of remote teams with tools for virtual onboarding and performance tracking.
- Compliance management: Ensures adherence to local and international labor laws and tax regulations.
- Payroll automation: Automates payroll processes to ensure timely and accurate payments across multiple countries.
- Diversity and inclusion tools: Tracks and improves diversity metrics, supporting social responsibility goals.
- Customizable workflows: Offers flexibility to tailor HR processes according to specific organizational needs.
- Integration capabilities: Connects with existing business tools like payroll systems and CRM applications for seamless operations.
- Security safeguards: Protects sensitive employee records with advanced security measures like encryption and blockchain technology.
- Talent management: Supports the entire employee lifecycle from talent acquisition to retirement, enhancing overall workforce management.
Benefits of Global HRIS
Implementing a global HRIS can offer several benefits for your team and your business. Here are a few you can look forward to:
- Improved compliance: Ensures your business adheres to international labor laws and tax regulations with compliance management tools.
- Enhanced decision-making: AI-powered analytics offer insights into workforce trends, helping you make informed HR decisions.
- Increased efficiency: Automates payroll and other HR processes, reducing manual errors and saving time.
- Better employee engagement: Features like employee self-service and diversity tools foster a more inclusive and responsive workplace.
- Scalability: Supports your business growth by adapting to increased users and data without compromising on performance.
- Cost savings: Streamlined processes and automation lead to reduced administrative costs and improved resource allocation.
Costs & Pricing of Global HRIS
Selecting a global HRIS requires an understanding of the different plans and pricing models that are available, with costs varying based on features, team size, add-ons, and more.
The table below summarizes common plans, their average prices, and the typical features that are included at each pricing level.
Plan Comparison Table for Global HRIS
| Plan Type | Average Price | Common Features |
| Free Plan | $0 | Basic employee management, limited reporting, and self-service access. |
| Personal Plan | $5-$25 per user/month | Employee data management, basic compliance tools, and limited integrations. |
| Business Plan | $30-$60 per user/month | Payroll processing, advanced analytics, compliance management, and mobile access. |
| Enterprise Plan | $70-$100 per user/month | Customizable workflows, full integration capabilities, dedicated support, and advanced security. |
Global HRIS FAQs
Here are some answers to frequently asked questions about global HRIS systems and how they work:
What are the limitations of HRIS?
Some global HRIS systems may lack features for employee engagement or focus more on administrative tasks than strategic planning. In others, data may be siloed with limited analytics, making it challenging to gain insights. Inflexibility and a poor user experience can also be issues, along with limited support for career growth.
It’s important to understand your business needs to help you determine which global HRIS platform is the best fit for your team.
What are the five types of HRIS?
There are five types of HRIS systems: operational, tactical, strategic, comprehensive, and limited-function.
Operational systems handle day-to-day HR tasks, while tactical systems focus on medium-term planning. Strategic systems aid long-term goals, comprehensive systems cover all areas, and limited-function systems offer basic HR capabilities.
What are the main key functions of an HRIS?
Most HRIS include the following key functions:
- An applicant tracking system
- Payroll software
- Employee self-service capabilities
- Time and attendance tracking
- Benefits administration tools
- Employee training or learning and development tools
These functions help streamline core HR processes, making it easier to manage the workforce efficiently. Many also support performance management, goal tracking, and succession planning, though each platform is unique in the features offered.
How do global HRIS systems ensure compliance?
Global HRIS systems ensure compliance by incorporating changes to local labor laws and tax regulations into their platforms. They provide automated alerts and updates to keep your team informed about changes in legislation. This helps reduce the risk of non-compliance and associated penalties.
What should I consider when integrating a global HRIS?
When integrating a global HRIS, consider its compatibility with existing systems like payroll and compensation management tools. Evaluate the ease of data migration and the level of support available during the integration process. Ensure that the system can handle the scale and complexity of your operations.
How can a global HRIS improve the employee experience?
A global HRIS can enhance the employee experience by centralizing information, offering self-service portals, improving communication, and providing access to personal and professional development tools.
In addition, features like performance review tracking and feedback mechanisms help employees feel valued and engaged, contributing to a positive workplace culture.
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