Choosing the right Human Resource Information System (HRIS) is one of the most critical decisions a growing company will make in 2025. The best HRIS systems, including comprehensive platforms like Bolto, Rippling, and enterprise solutions like Workday, can automate tedious tasks, ensure compliance, and free up your team to focus on what truly matters: your people and your product. A mismatched system, however, can create more problems than it solves, leading to data silos, frustrated employees, and costly errors. For startups and scaling businesses, where every hire and every dollar counts, finding an HRIS that supports growth instead of hindering it is non negotiable.

What is an HRIS? (2025 update) and HRIS vs. HRMS vs. HCM

At its core, a Human Resource Information System, or HRIS, is software that manages and processes detailed employee information and human resources related policies and procedures. Think of it as the central nervous system for your people operations.

In 2025, the lines between HRIS, HRMS (Human Resource Management System), and HCM (Human Capital Management) have blurred significantly. Historically, the hierarchy was:

• HRIS: Focused on core employee data management, payroll, and benefits administration.
• HRMS: Included everything in an HRIS plus talent management features like recruiting and onboarding.
• HCM: The broadest category, covering everything from payroll and recruiting to performance management and strategic workforce planning.

Today, many of the best HRIS systems incorporate features from all three categories. The key is to look past the acronym and focus on the capabilities your business needs. For many modern companies, this means a unified platform that handles everything from recruiting and onboarding to payroll and compliance, all in one place.

Core Capabilities to Expect From Modern HRIS Platforms

While features vary, the best HRIS systems in 2025 offer a robust set of core functionalities. Your baseline expectations should include:

• Centralized Employee Database: A single source of truth for all employee records, including contact information, job titles, compensation history, and important documents.
• Payroll and Tax Compliance: Automated processing for US payroll (W 2 and 1099), including state tax filings. For global teams, this extends to multi country payroll and local currency payments.
• Benefits Administration: Simplified enrollment, management, and reporting for health insurance, 401(k) plans, and other company perks.
• Onboarding and Offboarding: Automated workflows to ensure a smooth, consistent, and compliant process for new hires and departing employees.
• Time and Attendance: Tools for tracking hours, managing time off requests, and ensuring accurate payroll calculations.
• Reporting and Analytics: Dashboards and customizable reports that provide insights into headcount, turnover, compensation, and other key HR metrics.

Some platforms, like Bolto, go a step further by integrating recruiting and global EOR (Employer of Record) services directly into the HRIS, creating a truly all in one solution.

Benefits: Why Use an HRIS

Investing in a quality HRIS platform delivers tangible benefits that go straight to the bottom line. Companies that implement an HRIS can see a significant return on investment through:

• Increased Efficiency: Automating manual HR tasks frees up countless hours. This allows lean teams to focus on strategic initiatives like culture, retention, and talent development instead of paperwork.
• Reduced Compliance Risk: An HRIS helps you stay on top of ever changing state, federal, and international labor laws and tax regulations, minimizing the risk of costly fines and legal issues.
• Improved Data Accuracy: With a single, centralized system, you eliminate redundant data entry and reduce the chance of human error, ensuring your payroll and employee records are always accurate.
• Enhanced Employee Experience: A modern HRIS provides employees with self service access to their information, pay stubs, and benefits, empowering them and improving overall satisfaction.
• Strategic Decision Making: Access to real time data and analytics allows leaders to make more informed decisions about hiring, compensation, and workforce planning.

How We Evaluate HRIS Platforms (Methodology and Selection Criteria)

To identify the best HRIS systems, we focus on the criteria that matter most to startups and growing businesses. Our evaluation process prioritizes:

• Core Functionality: Does the platform excel at the essentials like payroll, benefits, and compliance?
• Ease of Use: Is the interface intuitive for both admins and employees? A clunky system kills adoption.
• Scalability: Can the system grow with you from 10 employees to 1,000? This includes handling multi state and international expansion.
• Integration: How well does it connect recruiting, payroll, and global HR? A truly unified platform avoids the pain of a fragmented toolchain.
• Customer Support: When you have a critical payroll or compliance question, can you get a knowledgeable human on the line quickly?
• Pricing Transparency: Are the costs clear and predictable, without hidden fees?

Pricing and Value: What HRIS Really Costs

HRIS pricing typically follows a PEPM (per employee per month) model, often with an added monthly platform fee. Costs can range from $10 to $50 PEPM or more, depending on the features included.

For example, a US payroll solution might start around $39 per employee per month plus a platform fee. More comprehensive plans that include global EOR or contractor management will have different pricing structures, like a flat monthly fee per international employee. When evaluating cost, look beyond the price tag to the total value. For a transparent breakdown, see Bolto pricing. The best HRIS systems save you money by reducing administrative overhead, preventing compliance penalties, and helping you hire and retain top talent faster.

Choosing the Right HRIS for Your Organization

The best HRIS for a 500 person company isn’t necessarily the best for a 15 person startup. To find your perfect fit, consider these factors:

Your Company Stage and Size

Are you a pre seed startup making your first hire or a growth stage company with 100+ employees? Early stage teams often need a simple, affordable solution for US payroll and benefits. As you scale, your needs will expand to include more robust HR tools and potentially global hiring capabilities.

Special Factors for Mid Sized Companies

As companies grow into the mid market (roughly 50 to 1,000 employees), HR needs become exponentially more complex. You’re no longer just managing payroll, you are building scalable processes for performance management, multi location compliance, and sophisticated talent acquisition. At this stage, you’ve outgrown basic tools but may not need the heavy cost of an enterprise system. The ideal HRIS for a mid sized business must balance robust functionality with ease of use. Key considerations include the ability to create custom workflows, integrate seamlessly with existing accounting and business systems, and provide advanced analytics for data driven decisions. Scalability is crucial, you need a platform that can support your growth without requiring a costly replacement in a few years.

Your Hiring Roadmap

Do you plan to hire engineers in Latin America or Eastern Europe? If so, you need an HRIS with integrated global EOR and contractor management. Platforms like Bolto are built specifically for US companies hiring global tech talent, consolidating recruiting, EOR, and payroll into one seamless flow. This entity free hiring model saves immense time and legal costs. If you’re mapping new regions, explore our guide to recruiting around the world.

Your Existing Tech Stack

Look for an HRIS that integrates with the tools you already use. While an all in one platform can reduce the need for many integrations, seamless connections to your accounting software or applicant tracking system (ATS) are still valuable.

Global and Compliance Considerations (for Distributed or International Teams)

Hiring internationally opens up a world of talent, but it also introduces significant complexity. Each country has its own unique labor laws, tax requirements, and statutory benefits. Managing this manually is a massive burden and a huge compliance risk. For a country specific overview, see our guide to hiring employees vs. contractors in India.

This is where a global first HRIS becomes essential. Look for a platform that offers:

• Employer of Record (EOR): Allows you to hire full time employees in countries where you don’t have a legal entity. The EOR provider handles local payroll, taxes, benefits, and compliance on your behalf.
• Contractor Management: Simplifies onboarding, payments, and compliance for international contractors, ensuring they are paid reliably in their local currency.
• Unified Global Payroll: A system that lets you pay US employees and international team members from a single dashboard, with one invoice.

Choosing one of the best hris systems with built in global capabilities can accelerate your international expansion by months and save you tens of thousands in legal fees.

Implementation and Adoption Best Practices

Switching to a new HRIS can be disruptive if not managed properly. Follow these steps for a smooth transition:

1. Plan Your Data Migration: Clean up your existing employee data before migrating it to the new system to ensure accuracy from day one.
2. Communicate Clearly: Inform your team about the change well in advance. Explain why you’re making the switch and highlight the benefits for them, such as self service access.
3. Provide Training: Host training sessions for both administrators and employees to ensure everyone is comfortable using the new platform.
4. Launch in Phases: Consider a phased rollout, starting with a single department or a core function like payroll before launching the full suite of features.

Real world example: Assembly’s case study shows a first hire completed in 15 days with onboarding in under two days.

Top HRIS Systems for 2025

Having explored the essential features and considerations, we now turn to the leading solutions poised to dominate the market. These platforms have been selected based on their robust functionality, user satisfaction, and forward thinking technology, representing the best options for businesses of all sizes.

1. Bolto

Bolto packs core HR, U.S. payroll, and global hiring into a single, AI assisted workspace so lean teams can scale without stitching together point tools. Best for: startups that want an all in one HRIS with quick setup and built in paths to hire anywhere.

Why it stands out: Bolto is designed for speed and simplicity: one place to onboard, pay, and expand globally. Its AI powered checks flag payroll and compliance mistakes before they snowball, and EOR plus contractor management let founders hire in 100+ countries without opening entities. An integrated recruiting layer and human support make it feel like a co pilot for early stage teams moving fast.

Highlights that matter

• Core HR: employee records, smart onboarding/offboarding, PTO, and compliance workflows
• U.S. payroll & benefits: W 2/1099 in all 50 states, tax filings, benefits admin
• Global hiring: EOR in 100+ countries; contractor management and payroll in 150+ countries
• Automation: AI powered payroll checks and an always updated compliance engine
• Recruiting: access to pre vetted global talent with AI screening
• Integrations: syncs with major HR and accounting tools; custom integration support

Pricing & fit

• Starts at $39/mo + platform fee for U.S. payroll; EOR from $599/employee/month
• Built for startups and fast growing early stage companies
• Notes: modular add ons for EOR/contractors; transparent, startup friendly packaging

Takeaway: A founder friendly HRIS that compresses HR, pay, and global hiring into one AI guided flow. See how Fiber AI hired five engineers in 10 days with integrated recruiting + EOR.

2. Workday

Workday brings together core HR, payroll, talent, and analytics, plus uniquely deep ties to Workday Financials, so large organizations can run people and finance on one cloud backbone. Best for: enterprises standardizing across complex structures and multiple countries.

Why it stands out: Workday is a market mainstay for global complexity, with native payroll in key regions and certified partners covering 180+ countries. Its talent and analytics depth, now augmented by AI, helps HR and finance leaders plan the workforce with precision. With broad enterprise adoption and a mature partner ecosystem, it’s a future proof platform of record.

Highlights that matter

• Core HR: configurable processes, role based approvals, workflow automation
• Payroll & benefits: native in US, CA, UK, FR, AU; integrated benefits admin
• Global payroll: certified partner network for 180+ countries
• Time & attendance: mobile time tracking with geofencing and anomaly detection
• Analytics & integrations: augmented people analytics; connects with Microsoft Teams and Slack

Pricing & fit

• Quote based, typically multi year contracts
• Best for 500+ employee organizations and global enterprises
• Notes: partner led implementation; no native EOR, use certified partners for entity free hiring

Takeaway: The enterprise HRIS standard when you need one system for people, pay, and planning at global scale.

3. SAP SuccessFactors

SuccessFactors is SAP’s cloud HCM built for multinational complexity, tying core HR and talent to SAP’s finance and travel stack for end to end governance. Best for: global enterprises (especially SAP shops) aligning HR and finance with multi country payroll.

Why it stands out: With native payroll in 53 countries and tight connectivity to S/4HANA and Concur, SuccessFactors handles scale and compliance across borders. Joule, SAP’s AI copilot, streamlines workflows, and a deep marketplace extends capabilities for EOR and contractor pay, making it a safe, scalable choice for complex orgs.

Highlights that matter

• Core HR: Employee Central for records, org structures, and self service
• Global payroll: native support in 53 countries; partner extensions beyond
• Time & attendance: tracking with approvals and geofencing
• Analytics: unified dashboards with Stories in People Analytics
• Global hiring: EOR and contractor management via partners
• Integrations: native SAP S/4HANA, Concur, Microsoft 365

Pricing & fit

• Quote based modular licensing; partner driven implementation
• Best for 1,000+ employee mid market and enterprises
• Notes: EOR and U.S. benefits often handled via partners and add ons

Takeaway: The natural HRIS anchor for SAP centric enterprises balancing reach, rigor, and extensibility.

4. UKG Pro

UKG Pro unifies HR, payroll, talent, and workforce management with an AI refreshed experience that shines for complex hourly and multi location teams. Best for: mid market and enterprise employers that live and breathe time, scheduling, and pay precision.

Why it stands out: Recognized as a leader for large enterprises, UKG brings advanced timekeeping and scheduling together with robust payroll in the U.S. and Canada. One View provides global payroll visibility without forcing you to rip and replace local providers, and new conversational AI streamlines everyday HR work.

Highlights that matter

• Core HR: centralized records, document management, AI powered self service
• Payroll/benefits: native U.S./Canada payroll, tax, benefits admin
• Time & workforce: advanced time tracking, scheduling, geofencing
• Analytics & AI: generative AI for payroll reporting and workforce intelligence
• Global payroll: One View consolidates data across 160+ countries
• Integrations: Greenhouse, NetSuite, Microsoft Entra ID, Microsoft Teams Shifts

Pricing & fit

• Quote based pricing by module and add ons
• Typical customer size: 1,000+ employees
• Notes: implementation requires dedicated resources; global payroll is a separate module

Takeaway: A powerhouse for organizations where time, labor, and payroll discipline drive the business.

5. ADP Workforce Now

ADP Workforce Now pairs proven payroll with a complete HR suite and one of the largest integration marketplaces. Best for: midsize companies that prioritize accuracy, compliance, and ecosystem fit.

Why it stands out: ADP’s payroll engine is battle tested for U.S. and Canada, backed by automated taxes and carrier grade benefits integrations. As teams expand, you can track international staff and connect to ADP’s global payroll network or third party EORs. With 800+ pre built connectors, it snaps into finance and ATS tools you already use.

Highlights that matter

• Core HR: centralized records, onboarding, PTO, manager/employee self service
• Payroll/benefits: U.S. & Canada payroll, automated tax, 300+ benefits carrier links
• Time & attendance: time tracking, scheduling, built in compliance aids
• Analytics: interactive dashboards and market benchmarking
• Global: track international staff; add ADP Global Payroll or tie in marketplace EORs
• Integrations: 800+ apps including NetSuite, QuickBooks, and major ATS

Pricing & fit

• Quote based pricing
• Best for 50 999 employee, U.S./Canada centric companies
• Notes: multi country payroll/EOR via separate add ons or partners

Takeaway: The reliable mid market choice when payroll precision and plug and play integrations matter most.

6. Dayforce

Dayforce runs HR, payroll, time, and talent on a single data model, bringing real time pay calculations and industrial grade workforce management under one roof. Best for: mid market and enterprises with complex hourly operations and global footprints.

Why it stands out: Continuous net pay calculation reduces payroll surprises, and Dayforce Wallet enables on demand pay without extra employer costs. Its workforce management is best in class for scheduling and forecasting, while maturing AI elevates insights and automation. Global payroll reach and Microsoft aligned integrations make it enterprise ready.

Highlights that matter

• Core HR: single employee record, self service, workflows, AI agents
• Payroll & on demand pay: continuous calculation, tax handling, Dayforce Wallet included
• Time & scheduling: AI forecasting, mobile geofencing, shift marketplace
• Global workforce: payroll coverage across 200+ countries/territories
• Integrations: deep Microsoft (Azure, Teams), NetSuite, Greenhouse, and more

Pricing & fit

• Quote based; tailored to modules and headcount
• Typical customer size: 500 100,000+ employees
• Notes: implementation is more complex than SMB tools; EOR via partners

Takeaway: Built for scale and shift heavy work, with payroll and workforce management tightly woven together.

7. Paycom

Paycom centers everything on a single database so HR, time, benefits, and payroll run without duplicate entry. Best for: midsize to enterprise companies that want employee driven payroll and measurable efficiency gains.

Why it stands out: Beti, Paycom’s employee driven payroll, prompts workers to review and fix their pay before submission, cutting corrections and pay cycles. Leaders see quantified ROI via Direct Data Exchange, while robust mobile tools keep managers and hourly teams in sync. Global HCM extends reach to 190+ countries alongside native payroll in the U.S., Canada, Mexico, the U.K., and Ireland.

Highlights that matter

• Core HR: single database records, paperless onboarding/offboarding, E Verify, compliance reporting
• Payroll: Beti (employee driven), automated tax filing, daily pay options
• Time & attendance: mobile time entry with geofencing, automated PTO approvals
• Global workforce: Global HCM for 190+ countries; native payroll in US, CA, MX, UK, IE
• Integrations: GL Concierge for accounting and benefits to carrier EDI

Pricing & fit

• Quote based with base + per employee fees
• Best for mid market and enterprise organizations
• Notes: no native EOR; partner required for entity free hiring

Takeaway: If payroll accuracy and accountability are non negotiable, Beti turns employees into the first line of defense.

8. Paylocity

Paylocity blends full service HRIS and payroll with modern engagement tools that keep employees connected. Best for: mid market U.S. companies seeking robust HR plus standout culture and communication features.

Why it stands out: Beyond dependable payroll and time tracking, Paylocity differentiates with Community (a social intranet), built in surveys, and an AI Assistant. Talent modules, analytics, and hundreds of integrations round out a platform that scales from 10 to 5,000 employees. It offers multi country payroll via acquisition, though not EOR.

Highlights that matter

• Core HR: employee records, self service, document management, workflows
• Payroll/benefits: full service U.S. payroll, tax filings, benefits admin
• Time & labor: mobile time tracking, scheduling, geofencing
• Talent & engagement: LMS, performance, surveys, video messaging, Community
• Analytics & AI: workforce analytics, benchmarking, AI assistant
• Global & integrations: multi country payroll (not EOR); NetSuite, QuickBooks, Greenhouse, Okta

Pricing & fit

• Quote based; modular add ons
• Typical customer size: 10 5,000 employees
• Notes: global payroll and advanced engagement modules priced separately

Takeaway: A people first HRIS that pairs solid payroll with tools employees actually enjoy using.

9. Rippling

Rippling unifies HR, IT, and Finance so a single change to an employee profile cascades to payroll, apps, and devices. Best for: startups to mid market teams that want automation across people ops and tech.

Why it stands out: Workflow Studio is a standout, automating complex cross system actions for onboarding/offboarding with precision. Rippling backs its U.S. payroll with a 100% accuracy guarantee and supports global growth through EOR in 80 countries and contractor pay in 185+. With 600+ integrations, it scales smoothly from two people to thousands.

Highlights that matter

• Core HR: centralized records, self service, custom PTO, automated onboarding/offboarding
• U.S. payroll/benefits: multi state payroll, W 2/1099 filings, benefits admin with 500+ carriers
• Time & attendance: mobile time tracking, geofencing, instant payroll sync
• Global hiring: EOR in 80 countries; contractor payments in 185+ countries
• Automation: Workflow Studio for custom triggers and approvals
• Integrations: 600+ apps including QuickBooks, NetSuite, Google Workspace, Slack

Pricing & fit

• Starts at $8/employee/month plus a $35 monthly base fee
• Typical size: 2 2,000 employees (startups to mid market)
• Notes: modular pricing; EOR and advanced features are add ons

Takeaway: A modern, automation first HRIS that also wrangles IT and finance, ideal for tech forward teams.

10. BambooHR

BambooHR wraps friendly design around the essentials: core HR, U.S. payroll, time, and performance, so SMBs can run people ops without heavy lift. Best for: growing U.S. companies that want simplicity with room to add global EOR later.

Why it stands out: Known for its clean UI, BambooHR brings onboarding, PTO, and docs together with tightly integrated payroll, benefits, and time that handle 50 state compliance. An ATS, 150+ integrations, and new AI (“Ask BambooHR”) plus analytics and comp tools (with Mercer data) make it a capable hub for 25 to 500 person teams. For global hiring, EOR is available via Remote.

Highlights that matter

• Core HR: employee records, e signatures, onboarding/offboarding, PTO
• Payroll/benefits: full service U.S. payroll, tax filing, benefits admin
• Time & attendance: mobile time tracking, overtime calculations
• Performance & analytics: 360 reviews, goals, custom reports, benchmarks
• Global hiring: EOR powered by Remote
• Integrations: Slack, QuickBooks Online, NetSuite, Okta, 150+ apps

Pricing & fit

• Starts at $10 PEPM; bundle discounts available
• Ideal for 25 500 employee U.S. SMBs
• Notes: global EOR is a paid add on; advanced features require higher tiers

Takeaway: An approachable HRIS that nails the SMB basics and grows with you, without overwhelming your team.

11. Hibob

Hibob is a modern HRIS built for culture conscious, mid sized, and global companies. Best for: dynamic, distributed teams that prioritize employee experience and data driven insights.

Why it stands out: Hibob, often called “Bob”, excels with its engaging user interface and strong focus on culture. Features like “Clubs” for interest groups and a social media style newsfeed foster connection among employees. Its standout analytics provide deep, actionable insights into workforce trends, helping leaders make strategic decisions.

Highlights that matter

• Core HR: employee profiles, org charts, time off management, onboarding workflows.
• Engagement tools: surveys, recognition programs, and communication features.
• Performance management: continuous feedback, goal tracking, and reviews.
• Global HR: tools for managing multi country payroll integrations and compliance.
• Integrations: connects with Slack, Teams, and major payroll providers like ADP and Deel.

Pricing & fit

• Quote based, typically ranging from $8 to $15 PEPM.
• Best for mid sized companies (100 1,000+ employees) with international teams.
• Notes: payroll is not a native feature but is handled via robust integrations.

Takeaway: A people first platform that puts employee engagement at the center of HR.

12. Paycor

Paycor provides a unified HCM platform that scales from small businesses to mid market companies, with a strong emphasis on workforce analytics. Best for: U.S. based businesses looking for a robust solution for HR, payroll, and talent management.

Why it stands out: Paycor’s key strength lies in its powerful analytics and reporting tools. It provides leaders with benchmarks and insights to make informed decisions about their workforce. The platform covers the full employee lifecycle, from recruiting and onboarding to performance management and payroll.

Highlights that matter

• HR and Payroll: unified system for employee record keeping, automated payroll, and tax compliance.
• Talent Management: includes recruiting, onboarding, learning management, and performance tools.
• Workforce Management: offers time and attendance tracking and scheduling (often as add ons).
• Analytics: provides data driven insights and industry benchmarks.
• Integrations: features a marketplace of over 300 third party apps.

Pricing & fit

• Four plans available for small businesses (under 40 employees) starting from around $99 per month plus a per employee fee.
• Best for small to mid sized U.S. companies (10 1,000 employees).
• Notes: only supports U.S. payroll and lacks some key integrations with tools like Slack or Google Workspace.

Takeaway: A solid choice for U.S. businesses that want deep workforce analytics alongside core HR and payroll.

13. UKG Ready

UKG Ready is an all in one HCM solution designed to simplify HR, payroll, and time management for small and mid sized businesses. Best for: lean teams, especially those with frontline or hourly workers, who need a scalable, unified system.

Why it stands out: UKG Ready brings the power of UKG’s enterprise level expertise to smaller organizations. Its single database design ensures that changes in one area, like time tracking, are instantly reflected in payroll, reducing errors. The platform is particularly strong in time tracking and scheduling, making it ideal for businesses with complex workforce needs.

Highlights that matter

• Unified Suite: HR, payroll, talent, and time and attendance in one solution.
• Time & Scheduling: flexible pay rules and automated time tracking simplify complex pay scenarios.
• Compliance Hub: centralized tools and automatic updates help manage labor laws and regulations.
• Talent Management: tools for recruiting, onboarding, performance, and learning.
• Scalability: designed to grow with your business from small to midsize.

Pricing & fit

• Quote based pricing, tailored to company size and required modules.
• Best for small to mid sized U.S. and North American businesses.
• Notes: implementation can take time, but the platform is highly customizable.

Takeaway: A robust, all in one solution for SMBs that handles complex time and payroll needs with ease.

14. Gusto

Gusto is an HR and payroll platform designed with a focus on simplicity and user experience, primarily for small businesses and startups. Best for: U.S. based small companies that need a reliable, easy to use system for payroll, benefits, and core HR.

Why it stands out: Gusto’s biggest strength is its incredibly user friendly interface, which simplifies complex tasks like running payroll and administering benefits. It’s often praised as a great starting point for companies that are just beginning to build their HR tech stack. While it’s payroll first, its HR tools are solid for smaller teams.

Highlights that matter

• Payroll: full service payroll with automated tax filing in all 50 states.
• Benefits: integrated health insurance, 401(k)s, and workers’ comp.
• Core HR: includes hiring and onboarding tools, time tracking, and PTO management.
• Ease of Use: intuitive design for both admins and employees.
• Integrations: connects with popular accounting and time tracking software.

Pricing & fit

• Transparent pricing with plans starting around $40 per month plus $6 PEPM.
• Ideal for U.S. startups and small businesses, typically under 100 employees.
• Notes: lacks the advanced performance management and global capabilities of larger systems.

Takeaway: The go to choice for small U.S. businesses seeking a friendly, payroll focused HR platform that just works.

15. Factorial

Factorial is an all in one HR software platform designed to automate processes for small and medium sized businesses. Best for: global SMBs looking for a comprehensive and affordable solution to manage HR, time, and payroll.

Why it stands out: Factorial offers a surprisingly broad set of features for its price point, covering everything from time tracking and performance management to recruitment. It’s a globally focused platform, making it a strong contender for international teams that have outgrown simpler systems.

Highlights that matter

• Core HR: employee database, document management, and onboarding/offboarding.
• Time Management: includes time tracking, shift management, and absence management.
• Talent Management: features performance reviews, goal tracking, and an applicant tracking system.
• Global Capabilities: supports multiple currencies and is designed for international teams.
• Payroll Management: automates calculations and simplifies pay runs.

Pricing & fit

• Modular pricing starts around $5 to $8 per user per month.
• Best for small to medium sized businesses, including those with a global presence.
• Notes: offers a free tier for very small businesses with basic needs.

Takeaway: A versatile and budget friendly HRIS that packs a lot of functionality for growing global SMBs.

16. Zenefits

Zenefits provides an all in one HR, benefits, and payroll platform known for its modern user interface and focus on small and mid sized businesses. Best for: SMBs looking for a comprehensive and easy to use platform to manage core HR functions.

Why it stands out: Zenefits was a pioneer in making HR software more accessible and user friendly. Its platform is well designed and covers nearly all core HR needs, from onboarding to performance management. While payroll is an optional add on, the system integrates benefits administration deeply, which is a major strength.

Highlights that matter

• Core HR: hiring, onboarding, employee records, and time tracking.
• Benefits Administration: strong tools for managing health insurance and other benefits.
• Payroll: offered as a capable add on service.
• Mobile App: allows employees and admins to manage HR tasks on the go.
• Integrations: connects with a variety of other business tools.

Pricing & fit

• Plans start around $8 per user per month, with payroll and other features as add ons.
• Best for U.S. based SMBs, typically with 25 to 250 employees.
• Notes: Acquired by TriNet, so future product direction may evolve. Customer support has received mixed reviews.

Takeaway: A well rounded and user friendly HRIS for SMBs that shines in benefits administration.

17. monday.com

monday.com is a flexible Work OS that can be configured to manage a wide range of HR processes, from recruitment to employee engagement. Best for: teams that are already using monday.com for project management and want to centralize their HR workflows in the same ecosystem.

Why it stands out: Unlike a dedicated HRIS, monday.com offers extreme flexibility. Using its templates and automations, HR teams can build custom workflows for recruiting, onboarding, performance reviews, and more. This makes it a powerful option for companies that have unique processes that don’t fit into a standard HRIS box.

Highlights that matter

• Customizable Workflows: build processes for recruiting, onboarding, and employee management.
• HR Templates: ready to use boards for job applications, onboarding checklists, and performance reviews.
• Automations: automate repetitive tasks like sending reminder emails or updating candidate statuses.
• Integrations: connects with other HR tools to centralize data.
• Centralized Hub: manage HR alongside other company projects and tasks.

Pricing & fit

• Pricing is based on the core monday.com plans, which vary by number of users and features.
• Best for companies of all sizes that value flexibility and have the resources to build their own HR systems.
• Notes: lacks the built in compliance and payroll features of a dedicated HRIS.

Takeaway: A highly flexible option for teams that want to design their own HR processes from the ground up on a powerful work platform.

18. IntelliHR

IntelliHR is a strategic people management platform that focuses on analytics, performance, and employee engagement. Best for: organizations that want to use HR data to make strategic decisions and improve their company culture.

Why it stands out: IntelliHR’s greatest strength is its analytics first approach. The platform is designed to capture and visualize people data in real time, giving leaders insights into everything from employee sentiment to retention risks. It combines this with strong tools for continuous performance management.

Highlights that matter

• People Analytics: AI powered analytics provide real time insights and reports.
• Performance Management: tools for continuous feedback, goal tracking, and performance reviews.
• Employee Engagement: features for tracking sentiment and running surveys.
• Core HR: includes onboarding, offboarding, and compliance management.
• Automation: streamlines manual HR processes and workflows.

Pricing & fit

• Modular pricing starts around $4 PEPM for engagement tools, with higher tiers for performance and strategic HR.
• Best for mid sized and larger organizations focused on a strategic approach to HR.
• Notes: user reviews frequently praise the platform’s user friendly interface and customer support.

Takeaway: A powerful platform for data driven HR teams who want to connect people management to business strategy.

19. Sapling

Sapling is an HR platform, now part of Kallidus, that specializes in creating exceptional onboarding and employee transition experiences. Best for: mid sized to large companies that are scaling quickly and need to automate and standardize their people operations workflows.

Why it stands out: Sapling’s core strength is its powerful workflow automation engine, especially for onboarding and offboarding. It allows HR teams to create repeatable, customized processes that ensure a consistent and positive experience for every employee. It connects data across various systems, acting as a central hub for employee information.

Highlights that matter

• Automated Workflows: build custom processes for onboarding, offboarding, and other transitions.
• Onboarding Experience: create a welcoming experience for new hires before their first day.
• Core HR: centralized employee records, e signatures, and time off management.
• Integrations: syncs with applicant tracking systems, payroll, and other HR tools.
• Global Capabilities: supports distributed teams with location and department specific workflows.

Pricing & fit

• Offers custom, quote based pricing.
• Best for mid sized and enterprise companies, particularly those experiencing rapid growth.
• Notes: User reviews highlight the responsive support team and the platform’s flexibility.

Takeaway: A top choice for automating people operations, especially for companies that want to perfect their onboarding process.

20. Eddy

Eddy is an all in one HR and payroll platform designed specifically for small and mid sized businesses in the U.S. Best for: companies that have outgrown spreadsheets and need a simple, centralized system to manage hiring, onboarding, time, and payroll.

Why it stands out: Eddy focuses on being easy to use without sacrificing key functionality. It brings all the essential HR tasks into one place, from posting a job to running payroll. The platform is known for streamlining hiring and onboarding, allowing small teams to manage these processes efficiently.

Highlights that matter

• Hiring and Onboarding: post to job boards, track applicants, and manage new hire paperwork with e signatures.
• Core HR: centralized employee database for storing all information securely.
• Time Tracking: employees can clock in and out via mobile app (with geofencing), and hours flow directly to payroll.
• Payroll: full payroll processing service, including tax filings.
• PTO Management: streamline time off requests and approvals.

Pricing & fit

• Starts at a base fee plus a per person monthly charge.
• Best for U.S. based small to mid sized businesses, typically with 20 to 500+ employees.
• Notes: combines the key tools a small business needs into one affordable package.

Takeaway: A user friendly, all in one HR solution that helps small businesses simplify and organize their people operations.

Conclusion: Recap and Next Steps

In 2025, an HRIS is more than just a system of record; it’s a strategic tool for growth. The best HRIS systems automate core HR functions, mitigate compliance risks, and provide the infrastructure to build a world class, globally distributed team. By prioritizing a unified platform that integrates recruiting, payroll, and global HR, you can eliminate the fragmented toolchain that slows so many companies down. This allows you to move faster, hire smarter, and focus on building your business.

Ready to see how an all in one platform can transform your HR operations? Learn more about how Bolto combines AI powered recruiting with seamless payroll and global EOR at bolto.com.

FAQ

What is the main purpose of an HRIS?

The primary purpose of an HRIS is to centralize and manage all employee data and HR related processes. This includes everything from payroll and benefits to compliance and onboarding, creating a single source of truth for all people operations.

How do I choose the best HRIS for my small business?

For a small business, the best HRIS is one that is affordable, easy to use, and can scale with you. Prioritize systems with strong core functions like US payroll and benefits, excellent customer support, and transparent pricing.

What is the difference between an HRIS and payroll software?

Payroll software is a specialized tool focused solely on calculating paychecks, taxes, and issuing payments. An HRIS is a much broader platform that includes payroll as one of its core features, but also manages employee records, benefits, onboarding, and more. The best hris systems offer deeply integrated payroll.

Can an HRIS help with hiring internationally?

Yes, modern HRIS platforms built for global teams are essential for international hiring. They offer services like Employer of Record (EOR) and contractor management that handle local legal compliance, payroll, and benefits, allowing you to hire talent anywhere without setting up a foreign entity.

How much do the best HRIS systems cost?

Pricing for the best hris systems typically uses a per employee per month model, often ranging from $10 to $50. Many also have a monthly base platform fee. Costs vary based on the number of features, with comprehensive global EOR and recruiting services priced separately.

What are the key features to look for in the best HRIS systems?

Look for a robust, integrated feature set including a central employee database, automated US and multi country payroll, benefits administration, onboarding and offboarding workflows, time tracking, and insightful reporting and analytics.