40 Best HR Software of 2024: Reviewed & Compared
10 Best HR Software Shortlist
Here's my pick of the 10 best software from the 40 tools reviewed.
Get free help from our HR software advisors to find your match.
Are you starting to worry that your current human resource software is falling behind your needs, struggling with data privacy, or lacking the popular AI-backed features you keep hearing about? If your HR tasks still require a lot of manual updates (or worse — updating spreadsheets), then you're definitely due for an upgrade.
However, with many sub-types of HR software solutions available, finding the right fit for your needs takes time and effort. You're looking for human resource software to help you manage your core HR tasks (such as recruitment, payroll, performance management, and benefits administration), but you need help figuring out which software is best.
As a former HR administrator myself, I sympathize with your situation. In this post, I'll help you speed up your selection process by sharing my research, experience, and insights on dozens of popular HR software and tools for different business types, stages, and needs. I'll help you slim down your options so you can find the best HR management tool for your needs.
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Best HR Management Software: Pricing Comparison Chart
This HR software comparison chart summarizes pricing details for my top HR software selections to help you find the best HR system for your budget and business needs.
| Tools | Price | |
|---|---|---|
| Deel | Flat rate user pricing, with a free version for businesses with up to 200 people | Website |
| Oyster HR | From $599/employee/month or $29/contractor/month | Website |
| Greenhouse | Pricing upon request | Website |
| Rippling | From $8/user/month, (billed annually). | Website |
| Paycor | Pricing upon request | Website |
| Workable | From $149/month, with up to 20 seats | Website |
| GoCo | From $5/employee/month | Website |
| PrimePay | Flat user pricing, upon request | Website |
| eloomi | Pricing upon request | Website |
| ClearCompany | Pricing upon request | Website |
Compare Software Specs Side by Side
Use our comparison chart to review and evaluate software specs side-by-side.
Compare SoftwareHow to Choose HR Software
HR software can help you solve complex challenges such as compliance tracking, employee engagement, and payroll accuracy, while improving workflows like onboarding, performance management, and time-off requests. To help you figure out the best human resources management software for your needs, you need to pinpoint your key users and document their specific challenges first.
As you work through your own unique HR software selection process, keep the following points in mind:
- What problem are you trying to solve? Start by identifying the challenges you're trying to overcome. This will help you clarify the features and functionalities the HR software needs to provide. These challenges may include:
- paying employees in different jurisdictions in their local currencies,
- managing tax and compliance requirements for employees in different jurisdictions,
- eliminating frequent manual tasks by setting up workflow automation rules,
- integrating your existing systems to remove manual data entry, or
- empowering your employees to self-manage their personal data to reduce demands on your HR staff.
- Who will your main users be? Consider who will use the software and how many licenses you'll need. You'll need to evaluate if it'll just be your senior HR professionals who need access or your entire department plus restricted access for all your employees. Next, it's important to identify each user group's key needs to ensure they're all met by the new software. For HR software, your main user groups will likely be:
- Senior HR staff (Chief of HR Operations, Chief Operating Officer, etc.),
- HR administrative staff (may be responsible for individual HR functions such as talent acquisition, learning and development, performance, etc.),
- Payroll processing specialists, Chief Financial Officer (CFO), or other accounting staff,
- Internal managers, supervisors, and team leads, and
- All active employees.
- What is your budget? To evaluate cost, do a headcount of your existing workforce, plus your projections for the next 5 to 10 years. Since most HR software charges a monthly fee per employee, this will help you estimate your monthly costs proactively.
- It's crucial to determine a realistic budget for your new HR software up-front, so you don't waste time considering software that is out of your price range.
- What outcomes are important? Review the capabilities you want to gain or improve, and how you will measure success. Being clear on your desired outcomes upfront is crucial to avoid wasting valuable time. Key outcomes you may want to measure include:
- Reduced administrative demands on your HR staff as a result of enhanced employee self-service capabilities,
- Increased employee satisfaction due to a more enriched and transparent employee experience,
- Reduced time to hire and onboard new employees,
- Improved completion rates for internal compliance-related training, etc.
- Do you require specific software integrations? Clarify whether your new HR software will replace existing tools, or need to integrate with them. Depending on the type of HR software you're looking for, some key integrations to watch for include accounting, time-tracking, and payroll software systems, plus any internal communication tools you already use.
- Can you reduce your monthly SaaS overhead costs by replacing multiple tools with an all-in-one HR platform?
- Are all the integrations you need available, or can they be custom-configured using an API?
- Does the new software satisfy your technical requirements? Consider the software selection alongside your existing workflows and systems. Evaluate what's working well, and any problem areas that need to be addressed.
- Does the new system integrate with your corporate workspace (Microsoft SharePoint, Google Workspace, etc.),
- Does the new system offer security features that meet your needs (e.g., two-factor authentication (2FA), etc.)?
Remember, every business is different — don’t assume that an HR software system will work for your organization just because it's popular.
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Deel
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
ClearCompany
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6
Best HR Software Reviews
Below are my detailed summaries of the top HR management software systems that made it into my best HR software list, including notes on why I picked them. Each review offers a detailed look at the key features, pros & cons, integrations, and ideal use cases of each system to help you find the best software for you.
Deel is a comprehensive HR platform that supports global teams of all sizes, from startups to enterprise organizations. Their HR tools allow you to hire employers or contractors in over 150 countries without needing to worry about local laws, complicated tax systems, or global payroll specifics.
Why I picked Deel: I included Deel because their HR software uses advanced automation to simplify your hiring and onboarding workflows, eliminating the stress many HR professionals feel when dealing with overwhelming legal regulations abroad. Instead, Deel helps you run compliant background checks, generate custom contracts aligned to local laws, acquire signatures, and collect all the necessary paperwork and tax forms.
Their global payroll functionalities also landed them a place on this list, since Deel runs payroll without involving local partner organizations. Instead, their in-house payroll experts work across time zones to eliminate handovers, monitor compliance, and provide faster service. Speaking of finances, Deel can also handle off-cycle payroll adjustments, and expense reimbursements as well.
Deel Standout Features & Integrations:
There are several unique features that make Deel stand out against others in this list. Their Deel Shield feature helps you avoid contractor misclassification issues, which could put your company at risk of legal liabilities and fines. Instead, Deel Shield offers 100% protection from contractor misclassification risks.
Another feature that adds a lot of value for growing global teams is Deel's global mobility support and immigration assistance. Managing international visa requirements is complicated at best, but Deel offers employer of record (EOR) support for obtaining US Green Cards and many other types of visas so you can avoid that stress yourself.
Integrations are available to help you import and export HR data between popular accounting and reporting software solutions such as Ashby, BambooHR, Expensify, Greenhouse, Hibob, Netsuite, Okta, OneLogin, Quickbooks, SCIM, Xero, Workday, and Workable. Deel also has an Open API solution that allows developers to build their own interfaces on top of the Deel platform too.
Pros and cons
Pros:
- Advanced employer of record (EOR) services are also available
- Covers up to $25,000 if a misclassification/legal case arises
- You can pay employees in 150+ currencies, including crypto
Cons:
- No free trial available
- No mobile app available
Oyster HR is a global HR software platform that provides comprehensive solutions for automated global employment, including employer of record services, global payroll, and compliance management. It stands out as a leading choice for global employment automation due to its coverage in over 180 countries, deep local intelligence, and automated workflows that support businesses in efficiently managing international hiring and HR processes.
Why I Picked Oyster HR: Oyster HR stands out as an effective HR software primarily because it is designed to streamline the complexities of managing a global workforce. It excels in simplifying international hiring, payroll, benefits, and compliance processes, allowing companies to effortlessly expand their teams across borders. By offering a comprehensive suite of tools tailored for both employers and employees, Oyster HR ensures a smooth and compliant HR management experience.
Oyster HR offers a user-friendly platform facilitates seamless communication, onboarding, and ongoing support, making it an invaluable asset for organizations looking to navigate the intricacies of global employment without the usual administrative burdens. This focus on removing geographical barriers to talent acquisition and management makes Oyster HR a powerful tool in the arsenal of any business aiming for international growth.
Oyster HR Standout Features and Integrations
Features include a strong emphasis on the health and wellness of remote employees. The platform offers a suite of health and wellness benefits that can be customized according to the location and preferences of employees. This includes access to mental health support, fitness memberships, and other wellness programs that are not typically covered by standard employment packages. By offering such benefits, Oyster HR helps companies attract top talent by addressing the growing demand for comprehensive health and wellness programs in the workplace.
Additional key features of Oyster HR are encapsulated in a comprehensive suite designed to facilitate global workforce management. These features include global payroll, benefits administration, compliance and legal advisory, talent acquisition and onboarding, employee management and development, expense and performance management, and detailed analytics and reporting.
Integrations include Slack, Hibob, QuickBooks, HiBob, Greenhouse, BambooHR (for both HRIS and ATS purposes), Xero, NetSuite, Workday, Expensify, and more via Zapier (may incur additional costs).
Pros and cons
Pros:
- Robust support for remote teams
- Easy integration with a broad spectrum of HR tools
- Comprehensive global compliance features
Cons:
- More advanced analytics and reporting features welcomed
- Learning curve for navigating some of its extensive features
Greenhouse is a recruiting software and app that helps you gain a broader reach in your recruitment efforts and track candidates through every stage of the hiring process, including onboarding.
Why I picked Greenhouse: If you'd like to reach a wider audience for recruitment, this software can help you do that in a smart way. It allows you to post on over a thousand job boards, including both niche sites and major job marketplaces. You'll get personalized recommendations about where you should post your job listings based on both industry performance and historical data.
To effectively screen applicants, you can customize a scorecard that will help you evaluate people fairly and consistently. You can also set up anonymized screening to reduce unconscious bias in your recruitment process. The software has tracking tools to set and monitor your OKRs and KPIs related to hiring. You can also collect feedback from candidates on their recruitment experience.
Greenhouse Standout Features & Integrations
One of the standout features of this software is its mobile app, which is available for both iOS and Android devices. It hosts summaries of open jobs, stages, and candidates, and you can review and approve applications directly in the app. If you're conducting an interview on the go, you can rely on the in-app prep kits, which include job details, interview questions, and candidate scorecards. The app also gives you access to candidate profiles with an activity feed, their resume, and any other related attachments.
Integrations are available natively with 400+ software systems, including BambooHR, Bob, Calendly, Checkr, Deel, Gem, Google Meet, LinkedIn, Microsoft Teams, Real Links, and many others. They also have an open API to support any other custom integrations you may need.
Pros and cons
Pros:
- Customer onboarding included in all plans
- Tools to mitigate unconscious bias
- Full-functionality mobile app
Cons:
- BI tools only included in top-tier paid plan
- Lacks transparent pricing
Rippling is a unique solution that combines HR and IT management by letting you manage your employees’ payroll, benefits, devices, and apps in one system. But don’t fret, they still do all the core HR basics: payroll & expense management, employee benefits enrollment, time & attendance, talent management, pulse surveys, onboarding & offboarding, and asset & inventory management. In addition, Rippling has a built-in applicant tracking system and learning management system as well.
Why I picked Rippling: Their software stands out because they built app and device management (basic IT) into their HR platform, which is appropriate for the modern, online, all-digital workforce. You can remotely manage and protect employees’ devices (laptops, smartphones, tablets) as well as easily manage workforce apps like Google Workspace, Slack, and Office 365.
Rippling Standout Features & Integrations:
Rippling is an ideal system for companies with limited resources who still want to provide their employees with top-notch service as it saves time by automating many tasks that would otherwise take hours to complete manually. For example, it offers fully automated onboarding and offboarding processes, giving businesses an easy way to manage these traditionally paper-heavy processes. You can easily customize forms to match your company's brand, store documents securely in the cloud, and automatically sync data across multiple departments, so everyone is updated on new hires automatically.
Their reporting capabilities also allow you to analyze key metrics across all their integrated modules, including performance, employee satisfaction, employee engagement, or turnover rates. These reports can give you valuable insight into what’s working well within your organization, while also uncovering any areas for improvement.
Integrations are available with 1Password, Asana, DocuSign, Dropbox, GitHub, Google Workspace, LinkedIn, Microsoft 365, Netsuite, Sage Intacct, Slack, Typeform, QuickBooks, and many other popular software systems
Pros and cons
Pros:
- Helpful automations to streamline your onboarding process for new hires
- Includes a very useful headcount planning tool
- Automatically highlights possible data errors
Cons:
- Some users have reported issues with non-Chrome browsers
- Mobile app lacks some features that are available on the desktop and browser versions
Paycor is a human capital management (HCM) software designed for HR leaders, finance leaders, and payroll managers. Their software includes modules for core HR data, payroll, talent management, workforce management, employee experience, and benefits management.
Paycor makes payroll easy to set up and run, leveraging their own tax and compliance expertise to ease your company’s risk management pain points. Their payroll software solutions boast general ledger integration, an employee self-service portal, powerful reporting tools, and helpful HR resources like templates, law alerts, and how-to guides.
Why I picked Paycor: They are committed to tailoring their software to your business needs, rather than offering a one-size-fits-all solution. Instead, they've developed their software to meet the specific HR needs of key industries, including healthcare, manufacturing, restaurants, retail, professional services, education, and non-profits. Their software also scales well, allowing you to get going with their Basic plan and add more features when you're ready to expand.
Paycor Standout Features & Integrations:
The features in their Basic level plan are more advanced compared to other payroll providers, including features like on-demand pay, off-cycle pay runs, and worker opportunity tax credit tools. Typically, these features are only included in premium payroll plans. Of course, Paycor also covers the basics such as payroll and tax service, wage garnishments, online check stubs or check stuffing, and online tax reporting too.
In their higher service levels, Paycor goes beyond financial features to include onboarding tools, a time-off manager, compensation planning, talent management, and advanced analytics.
Integrations with over 200 apps are available through the Paycor Marketplace. Or, additional custom integrations can be configured using their API too.
Pros and cons
Pros:
- Good ability to customize reports
- Unlimited payroll runs
- Easy to use self-service portal
Cons:
- Time tracking only available as an add-on
- UX can feel a bit clunky at times
Workable
Best for recruiting, assessing, and hiring top talent globally
Workable is a leading HR and recruiting software with features to source and attract candidates, evaluate and collaborate among HR managers, and automate hiring process administration once a decision has been made. They’ve been used by over 27,000 companies since they were founded in 2012.
Why I picked Workable: Their recruiting software offers the full set of features you'd expect, plus more advanced offerings like pre-employment candidate skill assessments and blind candidate screening tools. Often recruitment platforms integrate with third-party assessment services to provide that functionality, but Workable has its own internal library of cognitive and personality pre-employment tests ready for you to use.
Their software also makes it easier to ensure inclusive hiring by removing unconscious bias from the resume screening process. To do this, they anonymize candidate details such as name and address from the screening process until the decision-making process is complete. To further ensure a level playing field for all candidates, Workable provides numerous interview kits and templates to ensure a structured and equitable candidate experience from start to finish.
Workable Standout Features & Integrations:
They have many features that will help you speed up your time-to-hire, including thousands of templates, one-click job posting to 200+ sites, and AI-powered candidate sourcing. Their “AI Recruiter” technology can quickly deliver 50 of the top passive candidates for any job posting. Plus, they tap into social media integrations (like Instagram and Facebook) to deliver targeted recruitment campaigns wherever people are online.
Workable is also a great platform for recruiting international candidates since their software includes native translation abilities in 6 languages: English, French, German, Greek, Portuguese, and Spanish. You can easily localize your application forms for each language, enable one-click applications, and automatically translate two-way candidate communications.
Integrations available natively include ADP Marketplace, BambooHR, Checkr, Google Suite, Glassdoor, HRCloud, Indeed, LinkedIn, Microsoft platforms, Monster, Namely, Oracle HCM, RightHire, Sapling, Stack Overflow, Workday, and many other systems. They also have an open API to support any other custom integrations they don't already have in place.
Pros and cons
Pros:
- Includes background checks that are compliant with the Fair Credit Reporting Act (FCRA)
- One-way video interviews speed up the hiring process and promote a better candidate experience
- Includes an integrated system for tracking employee referrals
Cons:
- Consolidating candidate details can sometimes be tricky
- Their user interface requires many clicks to access key details
GoCo is a flexible and modular employee management software with a wide variety of features to support HR professionals. Their list of modules includes new hire onboarding, benefits management, time & attendance tracking, a document management system, and tools for performance management. They are a popular choice across a diverse range of industries, including healthcare, information & technology, professional services, education and nonprofits.
Why I picked GoCo: While many HR systems are modular, GoCo takes things one step further in the flexible configuration of their software. Their team provides a white glove implementation service to help you configure their software exactly the way you want it, which is something not all SaaS vendors offer. For example, if you already have a payroll or recruiting system you're happy with, they'll work with you to sync them with GoCo. This is also reflected in their pricing structure, which is truly modular, so you can pick and choose the modules you actually need rather than a one-size-fits-all approach.
GoCo Standout Features & Integrations:
Their software includes many helpful workflow automations to help HR teams automate and standardize common HR processes. For example, you can use GoCo to automate your onboarding checklist to create a memorable first day for your new employees while ensuring nothing important slips through the cracks. Their employee self-service option also allows staff to submit and track their own time-off requests and make changes to their benefits and dependents, which helps to reduce your HR team's workload while promoting employee accountability for maintaining their own personal details.
Integrations are available natively with 30+ popular software systems such as productivity tools and many payroll providers including ADP Workforce Now, Dominion Payroll, Gusto, Patriot, Paychex, Paylocity, Paycor, Sage HRMS, QuickBooks and others.
Pros and cons
Pros:
- Integrated document management tools to make digital forms fillable & collect and track e-signatures
- Includes modern performance management elements like 360-degree feedback
- Staff can easily enroll and self-manage their own benefits through their benefits administration portal
Cons:
- Built around US-specific tax, compliance, and labor regulations
- No free trial available
PrimePay is a comprehensive HR and payroll solution designed for small and midsize organizations, offering a wide range of services to manage workforce complexities. The platform provides features such as benefits administration, time and attendance tracking, employee self-service, and HR onboarding.
Why I picked PrimePay: I like that PrimePay has an employee self-service portal to enhance the user experience, allowing employees to access their payroll information, view their benefits details, and request time off all in one place. This feature helps small and medium-sized businesses give employees more control, without the additional manual admin work for your HR team.
PrimePay also has an automated payroll system that ensures businesses can efficiently manage payroll processing, tax filings, and compliance. Additionally, PrimePay's benefits administration capabilities streamline the management of employee benefits, offering a better experience for both employers and employees.
PrimePay Standout Features & Integrations:
Standout features include its time and attendance capability that tracks employee working hours, attendance, and time-off requests. The performance management feature includes tools for setting performance goals, conducting appraisals, and tracking progress. It also has an applicant tracking feature that manages the recruitment process from job posting to hiring.
Integrations include Slack, Personio, Google Sheets, Okta, Purdue Global, Salesforce, Engagedly, Microsoft Teams, Gusto, and LinkedIn Learning.
Pros and cons
Pros:
- Benefits administration in one place
- Automated payroll and compliance
- Easy-to-use employee self-service portal
Cons:
- Potential limits to scalability
- Initial setup can be complex
eloomi is a learning and development platform that leverages artificial intelligence to assist organizations in developing skills and enhancing managerial conversations. It provides AI-powered tools for course creation and quiz generation, along with a vast library of training content, positioning itself as a suitable solution for global L&D initiatives.
Why I picked eloomi: I chose eloomi for HR software because it integrates a learning management system with a learning experience platform, which allows for a comprehensive approach to employee training and development. What makes eloomi different is its focus on personalized development journeys and its robust real-time reporting capabilities, which are essential for tracking progress and outcomes.
eloomi Standout Features & Integrations
One standout feature of this product is its ability to generate quizzes based on course materials. Using AI, the software will produce a dynamic quiz to test employee's retention of the training modules they've completed. Another useful feature is the mobile app, which helps support on-the-go training and makes the tool more suitable to workforces that don't work at desks.
Integrations include Workday, SAP SuccessFactors, Sage, HubSpot, ADP Workforce Now, and Google Workplace, among others.
Pros and cons
Pros:
- Intuitive, user-friendly, and easy to implement
- Lots of helpful AI features
- Highly customizable to suit various contexts
Cons:
- Potential quality issues with translation
- Pricing is not transparent
ClearCompany
Best for talent management covering the full employee lifecycle
ClearCompany is a cloud-based talent maximization platform that's designed to help HR teams support their staff across the full employee lifecycle. Their platform covers many features, including applicant tracking, employee onboarding, performance management, employee engagement, and related analytics.
Why I picked ClearCompany: What sets ClearCompany apart from other HR software systems is its focus on transparency and alignment. It's designed to help you create a clear, aligned workforce where everyone understands their role and how it contributes to the company's overall goals.
It achieves this alignment, in part, through its performance management module that includes advanced goal-planning tools. Using this module, you can set goals for your employees, track their progress, and provide feedback. It's a great way to keep your team motivated and focused on their objectives.
ClearCompany Standout Features & Integrations:
One of ClearCompany's standout features is its applicant tracking system, which offers you more than just a portal for posting job ads and collecting resumes. Instead, it uses powerful automation features to help you screen candidates, schedule interviews, and even conduct background checks. It's a huge time-saver and makes the entire recruitment process much more efficient. Plus, you can also load hired candidates into their onboarding feature as well, to make that transition quicker and easier for your HR staff.
Integrations are available with numerous skill assessment platforms, background-checking tools, payroll systems, and benefits providers. Key systems to note include ADP, BambooHR, Ceridian, Checkr, eSkill, LinkedIn Recruiter, Office 365, Okta, OneLogin, Paychex, Paylocity, Slack, UKG Pro, and others.
Pros and cons
Pros:
- Includes employee engagement features to foster closer connections
- Includes a system for tracking internal employee referrals
- Includes public employee recognition tools such as milestone announcements and celebrations
Cons:
- No integrated payroll capabilities
- Pricing details are not transparent
Other HR Software Systems
Here are 30 more worthwhile options that didn’t make my top 10 shortlist of the best HR management software, but are still worth checking out:
Related HR Software Reviews
If you still haven't found what you're looking for here, check out these other related tools that we've tested and evaluated:
- Payroll Software
- Recruiting Software
- Employer of Record Services
- Applicant Tracking Systems
- Workforce Management Software
- Learning Management Systems
Selection Criteria for HR Software
Selecting HR software requires a deep understanding of how each functionality meets a specific use case, solves a common pain point, or improves operational efficiency. My approach to choosing the best HR systems for this list is grounded in my years of HR management experience using a popular HCM system and thorough user research to support my recommendations.
Here's a detailed look at the evaluation criteria I used to make my final picks.
Core HR Software Functionalities (25% of total score): To be considered for inclusion in my list of the best HR software, each solution had to offer the ability to fulfill some of these common use cases:
- Core HR data management capabilities that centralize all your employee data
- Integrated modules for easy digital data management
- Some form of employee self-service module to reduce administrative requests
- Customizable user roles and permissions to curate who can access your employee data
In this case, since HR management software is a very broad category, determining the core functions was a little trickier than usual! However, I also intentionally included a broad set of tools in this list. As a result, each software system in this list is a top choice within its area of expertise and has something unique to offer.
Additional Standout Features (25% of total score): To help differentiate one HR software solution from another, I also keep a keen eye out for unique features that will ultimately make your day-to-day life easier, including the following:
- Automation Tools: A major benefit of HR software is the automation of mundane, repetitive, and time-consuming administrative HR tasks. It may seem simple — and it is — but not all software is built that way. Therefore, I selected software where automations are front-and-center and customizable as needed.
- Notifications: Notifications will help you ensure nothing important slips through the cracks. You can configure them to send automatically and they will save you time in the long run. Key notifications I always appreciated when using human resources software myself were reminders for overdue performance reviews or alerts for whenever an employee changed their personal info.
- Advanced Analytics: You want a system that makes it easy to collect and interpret data from across different modules. Advanced analytics includes the ability to drill down and compare core metrics across sub-groups like departments, locations, or employee types.
- Data Visualization Tools: While many systems offer at least basic analytics, many take it one step further, presenting your workforce data visually in charts, graphs, or visual dashboards that update in real-time as your data changes.
- Templates: Whether it's job postings, offer letters, welcome packages, onboarding workflows, or employee handbooks, the HR software systems in this list offer numerous ready-to-use templates that you can customize as needed.
- Mobile App Accessibility: Offering apps for Android and iOS mobile devices is important because it provides a better employee experience for your staff and administrators, allowing them to make updates from anywhere. Mobile accessibility is also important if your HR system involves your recruitment because 89% of active job seekers use their mobile devices to apply for new positions.
Usability (10% of total score): To assess each software system's usability, I examined the following features:
- The design of their user interface, with a preference for simple navigation and menu designs that make information easily accessible.
- Role-based access control features that are easy to set up, ensuring users only see the information they need.
- Responsive designs that work across different operating systems, including mobile devices.
- Self-service features for different types of users (employees, managers, administrators, power users, etc.) to ensure a positive user experience.
By offering ease of use for all types of users, you'll greatly improve your user adoption rates.
Onboarding (10% of total score): To get a sense of each software provider's customer onboarding process, I consider the following factors:
- The availability of best practice guides to streamline the setup process.
- Whether comprehensive training materials are available, including videos and interactive tutorials, to speed up internal training for new users.
- Evaluating the availability of dedicated customer success managers or on-call customer support teams, including 24/7 help via chatbots.
Customer support (10% of total score): To evaluate the level of customer support each vendor provides, I consider the following factors:
- Whether multiple support channels are available for assistance, including email, phone, and live chat.
- Whether they offer a customer-facing knowledge base, FAQs, or other self-service tools to aid problem-solving.
- Whether customer support is only available within specific time frames or zones, or 24/7 via chatbots.
Value for Price (10% of total score): To gauge the value of each software, I consider the following factors:
- The availability of free trials or demo versions to do a test run on the software before purchasing.
- The existence of transparent pricing models that clearly explain which features are included in each level.
- Tiered pricing plans that cater to different business sizes, from small to medium-sized businesses (SMBs) up to enterprise-level organizations.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process. This helps me determine how well a product is performing with actual users in real HR scenarios. Here are the factors I consider:
- Whether a product has consistently high ratings across multiple review platforms (if they do, this indicates a broad level of user satisfaction).
- Whether any feedback specifically mentions issues with ease of use, customer support responsiveness, or lacking features.
This assessment framework helped me identify HR software systems that stand out against others in the market thanks to their innovative features, user-friendly design, effective support, and overall value.
Trends in HR Software for 2024
HR software companies continue to evolve their products to meet the demands of modern workplace dynamics, changing organizational needs, and technological advancements, such as artificial intelligence (AI) and machine learning (ML). Here are the most important trends impacting the HR software space currently:
Most Rapidly Evolving Features
- Increased Integration of AI and ML: AI and ML are being increasingly integrated into HR software for predictive analytics, automation of routine tasks, and personalized learning and development plans. By capitalizing on this technological advancement, HR teams can create more efficient processes and gain deeper insights into their workforce that were invisible to them previously.
- On a related note, according to TriNet's 2024 State of the Workplace Research Report, 3 out of 4 US employees prefer to consult an AI assistant for HR support rather than interacting with a real human!
- Focus on Remote Work Management: With the rise of remote work, HR software is rapidly evolving to include features that support remote team management, such as virtual onboarding, remote performance tracking, and engagement tools. This trend underscores the ongoing shift in work patterns and the need for tools that support a dispersed workforce.
- Comprehensive Employee Management: Features that offer a 360-degree view of employee management, including recruitment, onboarding, performance management, and offboarding, are in high demand. This trend reflects a growing preference for all-in-one systems that offer a holistic approach to managing the employee lifecycle.
Most Unique and Unusual Functionality
- Virtual Reality (VR) for Training and Onboarding: Some HR software is beginning to incorporate VR to provide immersive training and onboarding experiences. This novel approach aims to enhance learning outcomes and engagement by simulating real-world scenarios. It also bridges the gap between user experiences for in-office and remote employees, ensuring a consistent training experience for all.
- Blockchain Technology Integration: The initial buzz around blockchain technology's potential in HR has evolved into a more nuanced understanding of where it can truly add value. Here's how blockchain is being incorporated into HR software and the current state of this trend:
- Managing Sensitive Employee Data: Blockchain's ability to provide secure, immutable records makes it ideal for managing sensitive employee data, such as personal identification, employment history, and credentials.
- Credential Verification: One of the most promising uses of blockchain in HR is for the verification of candidate credentials, including education, certifications, and previous employment. This can significantly reduce the time and resources spent on background checks, while also minimizing the risk of fraudulent claims.
As you can see, these trends from top HR software companies are making human resources systems more efficient and capable of meeting the complex needs of modern organizations. If you’re interested in this topic, I also recommend reading our articles explaining how AI will impact human resources or how AI is being incorporated into recruiting software too.
What is HR Software?
Human resources (HR) software is a digital tool for managing employee-related activities, aimed at streamlining HR processes like hiring, payroll, performance management, and benefits administration. The purpose of HR software is to automate certain human resource tasks, improving efficiency and accuracy in managing employee-related processes.
Features HR Software
To help you ensure you're on the right track, I've outlined the most important HR features to consider when selecting a new HR software system:
- Employee self-service abilities: This feature allows your employees to manage their personal information, which can significantly reduce the volume of simple administrative requests your HR staff regularly receive.
- Payroll processing: This includes crucial tools to manage your payroll data, calculate taxes and deductions, run payroll, and complete direct deposits.
- Recruiting & applicant tracking: This includes features to screen candidates, schedule interviews, and submit job offers, including an integrated onboarding workflow to reduce administrative burdens for new hires.
- Analytics & reporting: You'll want to be able to run advanced reports on your HR data to uncover workforce trends, enhance strategic planning, and make better data-driven decisions.
- Compliance monitoring: This covers features that minimize legal risks related to paying employees and monitoring employee work hours to ensure they comply with labor laws and employment standards.
- Attendance & time-tracking: This covers tools that track the hours your employees work (including overtime), or whether they're absent from work. This can also include tools that allow your staff to swap shifts with other employees.
- Leave management features: Separate from time-tracking and attendance, these are tools that track and manage paid time off (PTO) requests, or other types of leave requests.
- Talent management capabilities: This covers a broad set of features to help you develop and upskill your workforce, including performance evaluations, learning management (such as an LMS), and internal training capabilities. Comprehensive systems may also offer features for succession planning too.
- Employee lifecycle management: These features can help you recruit new employees, manage the hiring process, and facilitate the onboarding process for new hires. Many platforms also have tools to support offboarding departing employees.
- Communication and collaboration tools: This includes features like in-app chat streams, tagging colleagues with @ mentions, individual task assignments, and file sharing.
- Software integrations: Connecting natively with other software systems you're already using will improve your team's productivity and help you work more efficiently. Key integrations to look for include email providers, digital calendars, job boards, work platforms like Google Workspace, project management tools, and any other tools you're already using.
Keep in mind that these features will vary depending on the specific type of human resources software you're looking for. If you'd like more specialty suggestions, pop down to my list below for other types of specialty HR software instead.
Benefits of HR Software
HR software is designed to make your human resource functions more efficient. By investing in modern HR software, you can reduce administrative burdens, make better data-driven decisions, and uncover actionable insights to help you strategically manage your workforce more effectively.
As you build your business case for a new HR software, you'll want to highlight the following benefits:
- Increased Efficiency: By automating routine tasks, HR software significantly reduces the time and effort required for administrative processes, giving your HR professionals more time to focus on other strategic tasks, such as talent management and employee engagement.
- Streamlined Data Management: HR software provides a centralized database for all employee information, making data management more secure and accessible. This centralized system ensures that employee records are kept up-to-date and can be accessed or updated by authorized personnel only, reducing the risk of data discrepancies and loss.
- Improved Compliance: HR software simplifies the process of keeping up with changing labor laws and regulations thanks to regular software updates. This helps organizations avoid potential legal issues by ensuring that their HR practices remain in compliance with all relevant laws and regulations.
- Data-Driven Decision Making: Thanks to built-in analytics and reporting tools, HR software offers insights into workforce trends and other HR metrics. These insights enable managers and HR professionals to make informed decisions regarding workforce management, talent acquisition, and retention strategies, ultimately leading to better organizational planning and performance.
- Enhanced Employee Experience: Most HR software offers employee self-service portals that empower employees to manage their personal information, submit time-off requests, and access their payroll and benefits information online. This level of autonomy improves the overall employee experience, leading to higher engagement and satisfaction levels.
By streamlining administrative tasks, improving data management and compliance, enabling informed decision-making, and enhancing the employee experience, HR software represents a valuable investment for businesses aiming to optimize their HR functions and drive organizational success. Read more in our article on the benefits of HR software.
Costs & Pricing for HR Software
Something to look out for in any HR software solution is fair, transparent, and scalable pricing. Most providers offer various pricing tiers to cater to the needs of small businesses and startups, midsize businesses, and enterprise businesses.
You can expect to pay a monthly per-user fee for HR software under a SaaS (software-as-a-service) contract agreement. In general, the price range for HR software solutions is between $5 to $60 per user, per month. However, to give you a more comprehensive sense of the pricing landscape, I've compiled the most common HR software packages into the table below.
Plan Comparison Table for HR Software Solutions
| Plan Type | Average Price | Common Features Included |
|---|---|---|
| Free | $0 | Basic employee management, time-tracking, limited reporting, and access for a limited number of users |
| Basic | $2 - $8 per user/month | Employee self-service, leave management, basic reporting, and payroll abilities or integration |
| Professional | $8 - $15 per user/month | Performance management, benefits management, advanced reporting, and enhanced security features |
| Enterprise | Custom Pricing | Custom integrations, full-suite HR management, dedicated support, advanced analytics and reporting |
I always strive to choose software with transparent pricing models. However, sometimes those details are only available upon request due to the modular nature of their system. You can often still get a clear understanding of their different plan levels and the features that are included in each by visiting their websites.
If cost is your biggest factor, this article digs into the costs of HR software and how you can decide what's best for your company.
If you only have a small number of employees, you can likely get started with a free or basic plan initially. However, there are several reasons why you may want to opt for a more advanced plan, including:
- Employee Count Increase: Many basic plans have limitations on the number of employees you can manage. As your employee headcount grows, you'll need to scale up to a plan that can accommodate more users and offer more extensive features and better scalability.
- Multiple Locations: If your organization has multiple locations, or is poised for future expansion, a basic plan won't suit your needs for long. Advanced HR software typically offers multi-location support to make this process easier.
- Automation of Processes: Basic plans generally don't include automation tools. However, advanced HR software can automate repetitive tasks such as onboarding, offboarding, performance reviews, and time-off requests, freeing your HR staff up to focus on other strategic initiatives.
- Data Analytics and Reporting: Upgraded plans often include advanced analytics and reporting capabilities, providing insights into workforce trends, employee performance, and other key metrics.
- Tailored Solutions: If you want a solution that's tailored to your specific needs, you'll need to scale up to an advanced software plan. Higher-priced plans offer greater customization capabilities to accommodate industry-specific requirements or unique organizational structures.
By upgrading to a more advanced HR software plan, companies can better manage their growing workforce, streamline HR processes, enhance employee experience, and ensure compliance with legal and regulatory requirements, ultimately contributing to overall organizational efficiency and success.
New & Noteworthy Product Updates
Below, I've summarized the most recent release notes and product updates for my top HR software recommendations. Discover what’s now possible through new feature releases, improvements, and updates for web, desktop, and mobile apps. Learn what’s new, if it’s hot—or not, and why it matters for core HR functions.
July 2024: HR Software Updates
Paychex Flex Update Notes
In July 2024, Paychex Flex introduced a new product to supplement their payroll software called HR Analytics Premium Plus to help teams transform their HR data into actionable insights.
This update offers over 160 standard reports, customizable dashboards, and trend exploration tools, allowing users to track key performance indicators, employee mobility, compensation details, and diversity metrics.
The new features include predictive insights and AI-driven analysis to reduce subjectivity in data interpretation. Users can analyze labor costs, monitor retention, and turnover, and benchmark against market data, providing comprehensive support for HR strategy and decision-making.
Verdict: Hot! These new features help users leverage technological advancements to get the most value out of their existing employee data.
Rippling Update Notes
In July 2024, Rippling introduced a significant round of updates across their HCM product to improve the user experience and streamline HR operations for businesses of all sizes.
Key features include enhanced payroll processing capabilities for global contractors, advanced total compensation tools, and expanded employer of record (EOR) services in eight new countries: Colombia, Costa Rica, Denmark, Israel, New Zealand, the Philippines, Switzerland, and Turkey. These improvements are designed to simplify payroll management for global teams of employees, contractors, and EOR-supported workers.
These updates, in addition to others, help users by reducing administrative burdens, improving payroll accuracy, and creating a better user-friendly experience, enabling businesses to focus more on strategic HR initiatives rather than administrative tasks.
Verdict: Hot! By expanding their global payroll and EOR capabilities, Rippling customers can now access and pay top talent in new markets without worrying about compliance issues.
June 2024: HR Software Updates
Trinet Update Notes
On June 24, 2024, TriNet introduced a new feature to their HR and payroll platform called Earned Wage Access, which is powered by Clair, a digital banking app. Clair, enables employees to access their earned wages before payday, thereby improving financial wellness without adding any administrative burdens on employers.
The Clair app allows employees to sign up through the TriNet HR Platform, update their direct deposit to a Clair Spending Account, and advance up to 50% of their earnings. Repayments and early wage access are managed seamlessly, ensuring no disruption to payroll processing.
This update brings significant value to users by reducing financial stress among employees, enhancing job performance, and offering valuable financial services such as a 2% APY Savings Account, free financial planning, and cash back on purchases. It supports employee retention and productivity without additional costs or work for employers.
Verdict: Hot! While not specifically related to PEO services, this new feature improves the employee experience for users.
ClearCompany Update Notes
On June 10, 2024, ClearCompany announced the acquisition of Brainier Solutions Inc., a prominent name in the learning management systems (LMS) tech space. Soon, Brainier's advanced LMS capabilities will be integrated into ClearCompany's existing suite of talent management tools, enabling users to create personalized and scalable learning programs that improve employee development and training processes.
For existing ClearCompany users, this update means access to a more holistic talent management platform that not only manages recruitment and performance but also addresses ongoing employee learning and development needs. By incorporating Brainier's customizable LMS, ClearCompany can offer a more comprehensive solution that enhances employee engagement, boosts productivity, and supports the continuous growth and development of the workforce.
Verdict: Hot! By expanding its features into learning management, ClearCompany offers its customers a more comprehensive set of talent management tools.
Deel Update Notes
In June 2024, Deel announced an enhanced integration of Deel AI with Slack, improving the functionality and accessibility for users of both platforms. This collaboration aims to streamline communication and workflow management by bringing Deel's AI-powered work assistant directly into the Slack environment so users can get answers about global HR issues in seconds.
The update enables users to receive notifications of items requiring approval without leaving Slack, speeding up and simplifying the approval process significantly. With notifications, reminders, and approval processes handled within Slack, this reduces the need to switch between different applications.
Verdict: Hot! This update enhances efficiency and productivity for businesses using Deel and Slack, ensuring users don't lose track of time-sensitive tasks.
May 2024: HR Software Updates
Paycor Update Notes
On May 2, 2024, Paycor announced the development of two new solutions, COR Space and Paycor Skills, designed to enhance employee engagement and overall business performance.
COR Space is a workspace management tool that will help organizations optimize office space, streamline operations, and improve employee collaboration. Paycor Skills, on the other hand, is a comprehensive skill management platform that will help businesses identify, develop, and deploy employee skills more effectively.
Together, COR Space and Paycor Skills offer significant benefits by improving efficiency and workforce management. Paycor Skills, in particular, will boost organizational performance by helping employees develop new skills, deepening employee engagement levels, and fostering a more agile and skilled workforce.
Both new Paycor products will be accessible to users by the summer of 2024.
Verdict: Hot! These expanded features will help Paycor users optimize their physical operations and improve the skill levels of their workforce.
Types of HR Software
HR software is quite a broad category. Here are a few examples of other types of HR platforms that cover specific functions or niches within your HR department.
These HR management software sub-types are aimed at specific users or functions:
- HR Software for Small Business
- HR Software for Payroll
- HR Software for Onboarding
- Open Source HR Software
- HR Tracking Software
- HR Software Applications / Apps
Recruitment Tools
These are the most popular types of recruiting software for sourcing and screening candidates, integrating more diverse candidates, dealing with large volumes of applications, and conducting video interviews:
- Recruiting Software
- Applicant Tracking Systems (ATS)
- Diversity Recruiting Software for DEI Hiring
- Enterprise Recruitment Software
- Video Interviewing Platforms
- Best HR CRM Software
Employee Performance
Performance management software will help your staff to reach their full potential and add much-needed structure to their long-term development plans:
- Performance Management Software for Continuous Feedback
- Performance Management Tools
- Employee Evaluation Software
Employee Engagement
If you're looking for ways to motivate and celebrate your staff, employee engagement and recognition software is what you need:
Scheduling & Time Tracking
Scheduling and time-tracking software are essential tools for any hourly-based workforce. These types of HR employee management software will help you create shift schedules and track time off requests with ease:
- Attendance Tracking Software
- Employee Shift Scheduling Software
- Leave Management Software
- Online Employee Scheduling Software
Payroll & Accounting Solutions
Here are my lists of the payroll software and companies out there, plus my top choices for expense reporting:
Benefits Management & Compensation
Employees care fiercely about their benefits, so you should always handle these with care. These types of HR software tools simplify the enrolment and management process for you and help you offer non-monetary perks as well:
Resource Management Software
If you're looking for software to help you manage your resources — including your human resources, and physical resources like inventory and equipment — these types of resource management software may be a better fit:
HR Software: Frequently Asked Questions
Here are some commonly asked questions and answers about software HR and how it can help you streamline your business processes.
What HR software is best for startups?
For startups, choosing HR software that is scalable, user-friendly, and cost-effective is crucial. Startups should look for platforms offering essential HR functionalities like recruitment, onboarding, payroll management, and performance tracking, combined with excellent customer support.
Options that provide flexibility, like modular services or pay-as-you-grow pricing models, are particularly beneficial as they allow the software to grow with the company. Many startups prefer cloud-based solutions for their ease of access and lower upfront costs.
Our list of the best HR software for small businesses is also a good place to start.
How can I tell which HR software is right for my business?
You’re in luck, because assessing HR software is one of our specialties at People Managing People! Follow this easy five-step process to get started on your buyers journey to finding the best HR software for your business:
- Identify your needs: Ask yourself: What challenges or obstacles is your HR team currently facing? What are your most time-consuming processes you wish to improve? What software are you already using, and what features are missing that you need?
- Research vendors: This is where we can save you A LOT of time! We already have specialty HR software lists for many different types of HR software niches, so definitely start here. Ask yourself: Does this software integrate with the tools I’m already using? Does this software include my whole wish list of features? Does this software have positive consumer reviews?
- Make a shortlist: Make a shortlist of the software that looks good to you, and share it with your other team members to get their input. Remember, each person in your team will likely have a different wish list of features that relates to their own role, so it’s important to gather input from as many members of your HR team as you can.
- Test drive a free trial: This is a very important step, as a free trial will give you a first-hand experience of what it’s like to use a software system. Also, a free trial is better than a free demo. Always remember that a person giving you a demo is already an expert at using the software. Therefore, with them controlling the keyboard and mouse, everything will look fast and easy. That’s because they have done these actions hundreds of times! Instead, you should do your own test drive, to see how it would really work for your unique business situation.
- Implement and onboard: If the free trial goes well and addresses the HR needs you identified in step one, then it’s time to jump in. Take advantage of any onboarding and training opportunities offered by the software vendor too, so you can get your team up and running quickly.
If you’d like more information, take a look at our additional tips for how to choose HR software too.
How do HR platforms manage data security?
While each HR software system is different, the need to protect sensitive employee data while in transit and at rest applies to every system. HR software companies ensure data security and compliance, using the following methods:
- Regular security audits
- Compliance with international standards like GDPR and ISO/IEC 27001
- Detailed access controls to prevent unauthorized access
- Two-factor authentication
- Single sign-on
It’s important for businesses to review each provider’s security credentials and compliance certifications. This article offers more details into data management best practices if you’re interested in learning more.
What are the average implementation times for HR software?
Implementation times for HR software vary widely depending on the complexity of the software and the size of the organization. On average, simple systems can be set up in a few weeks, while more comprehensive solutions may take several months to fully implement. The key factors affecting this timeline include the scope of the project, data migration needs, customization requirements, and the readiness of the organization’s infrastructure and staff.
To gain a better sense of your own implementation needs, have a read through this article on software implementation and how to tell if you’re ready for new HR technology.
What is the typical HR software selection process?
Sure, you might already be totally convinced that you need more powerful HR software in your tech stack. But, what about the rest of your team, your HR staff, or your boss?
Unless you have purchasing power for your organization, you may need a little help convincing your organization to invest in better HR software. But don’t sweat it, we are pros at that too!
Here’s the nine-step process I recommend following when selecting any new software:
- Brainstorm your business needs and vision
- Identify your current pain points
- Document your current process steps
- Define measures of success (ROI – Return On Investment)
- Get initial buy-in and approval
- Gather any IT or other requirements
- Contact vendors
- Compare HR software to your list of needs
- Build a business case and get approval
- Make a decision
Read our recommendations for how to make a business case for HR software for a more detailed description for each of these steps.
What is an HR database used for?
HR database software is used by an HR team to store employee records. They’re intended to act as a single source of all employee data, which can be integrated into other systems like payroll software, performance management, and talent management systems. They help to keep your employee information organized and easily accessible since most HR databases are cloud-based.
HR professionals involved in the recruitment process can also benefit from investing in a recruiting database too. While a recruiting database may be a standalone piece of software, a better option is to find a recruiting database solution that is a module within your HR software. In that case, it’s really easy to link hired candidates into your employee onboarding workflows once you’re ready to start collecting their personal information.
Are there different types of HR databases?
Yes, you bet! The three main types of HR database software are:
- HRIS = human resource information system
- HCM = human capital management [system]
- HRMS = human resource management system (a.k.a. human resource management software)
Essentially, they are all synonyms for different levels of HR management tools. The main difference is in the volume of features they include. Typically, HRIS software is the most affordable and covers only core HR functions. HCM software is usually mid-range in features and price, with the best HRMS software found at the top of the scale, often with enterprise-level features and pricing upon request.
What's the best HR software for Canadian businesses?
If you’re based in Canada, it makes sense to put your trust in a Canadian-made solution that addresses your country-specific needs, such as Canadian labor and compliance laws. Luckily, I’ve already created a list specifically for this purpose.
Here’s my list of the best Canadian HR software built by Canadian organizations, for Canadian organizations. And, if you’re shopping specifically for a payroll solution, I’ve created a list of the best Canadian payroll software as well.
What's the best HR software for managing an international team?
There are several types of HR software platforms combined with HR services that are specifically designed for HR teams. International HR software typically comes with a global HR service element which is run by experts in international HR and compliance.
The most popular forms of this currently are global payroll services that manage payments in multiple currencies for you and employer of record services which assume the legal responsibility of hiring international employees on behalf of their client company.
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