Choosing HR tech should be simple. This hris systems list gives you a clear way to compare options, understand pricing, and plan your rollout. Use it to move from research to decision without guesswork. If you want a single platform that combines recruiting, payroll, EOR, and basic HRIS, keep an eye on Bolto as you work through the guide.

How we chose methodology and scoring criteria

A hris systems list only helps if the picks align to real buying needs. We scored platforms on six dimensions that show up in day to day work.

• Core HR and payroll coverage
• Global reach and compliance depth
• Time to value and implementation speed
• Integrations and data portability
• Security and admin controls
• Total cost of ownership over year one and year two

To ground the criteria, we use market examples that are verifiable.

• Bolto offers EOR coverage in up to 150 countries, which illustrates the kind of reach to expect from global ready HRIS platforms.
• The company automates on time payments in more than 150 countries, a marker for mature global payroll rails.
• Bolto’s recruiting flow cites about 72 hours to first candidate shortlist, a benchmark for time to pipeline.
• Case examples show outcomes you can ask any vendor to substantiate, such as 4 engineering hires in under 5 weeks with an average 5.6 day time to hire and 100 percent retention after one year for Rebet, 5 engineering hires with the entire team live in 10 days and 100 percent retention for Fiber AI, and a first hire in 15 days from first call with under 2 days to onboard for Assembly.
• Pricing transparency matters. Bolto publishes 39 dollars per employee per month plus a 59 dollar platform fee for a Launch payroll tier, 49 dollars per employee per month plus a 99 dollar platform fee for Scale, 599 dollars per employee per month for EOR, 299 dollars per contractor per month for Contractor of Record, and 49 dollars per month for Contractor Management.
• Service guarantees reduce risk. Bolto advertises a ninety day replacement guarantee on recruiting and 24 7 dedicated human support on EOR.
• Company stability signals help with vendor diligence. Bolto announced a 5.1 million dollar seed on March 5 2025.

These facts give you a yardstick while you build your own hris systems list.

Key HRIS features to evaluate buying checklist

Treat this as a quick checklist while you review any hris systems list.

Core HR and employee records

• Central people database with roles, locations, and employment types
• Onboarding and offboarding workflows with task assignment
• Policy and document storage with e signature

Payroll and payments

• US payroll with W 2 and 1099 support, multistate tax filings, and benefits sync
• Global payroll or EOR if you employ outside the United States
• Contractor payments in multiple currencies with bulk pay and one invoice

Tip: Some vendors, like Bolto, run US payroll and contractor payments in one flow, which simplifies month end.

Compliance and guardrails

• Automatic federal and state payroll tax filings in the US
• Local labor and tax guidance for each country where you hire
• Background checks and right to work verification options

Integrations and data portability

• ATS and calendar for recruiting and interview scheduling
• Accounting and general ledger exports
• Open APIs and flat file exports for audits

Reporting and AI assistance

• Headcount, payroll, and equity cost reports
• AI checks for payroll anomalies before you run
• Candidate and employee insights pulled from LinkedIn and GitHub where allowed

Support and service levels

• Live support with defined response times
• Clear ownership for tax notices and filings
• Named account manager for growing teams

Top 10 HRIS Systems List

Building on the evaluation criteria above, this section curates 10 HRIS platforms that consistently stand out in real-world deployments for breadth of HCM capabilities, reliability, and vendor momentum. They’re grouped together to offer a concise, apples-to-apples look at leaders spanning enterprise suites and mid-market options, helping you quickly see strengths, trade-offs, and ideal fit by size, complexity, and industry.

1. Bolto HR

Bolto HR is a lightweight HRIS that centralizes employee profiles, time‑off, and configurable workflows. It then scales with optional U.S. payroll, global payroll, contractor management, and EOR. It’s built for early‑stage and growth teams hiring across multiple U.S. states while expanding internationally without opening entities. With fast onboarding, tax‑compliant payroll, and unified global employment from one dashboard, it gives startups under 1,500 employees dependable multi‑state coverage, global contracts, and policy automation without heavyweight complexity.

Best for: U.S. startups and scaleups needing multi‑state payroll plus turnkey global EOR/contractors in one pragmatic, easy‑to‑launch HRIS.

Why it stands out

• Built‑in recruiting accelerates time‑to‑hire; singular hires can close within 48 hours, with 90‑day guarantees included.
• U.S. payroll readiness: automated calculations, filings, and remittances, plus guided onboarding so companies go live quickly.
• Global scale from day one: EOR and contractor management across 150+ countries with local compliance.
• Integrations sync HR and accounting systems, streamlining data flows, reporting, permissions, and downstream payroll accuracy.
• High‑touch support: dedicated representative and access to payroll specialists, plus optional PEO for benefits compliance.

Pricing & plans snapshot: Starting price: HR $9/month; Global Payroll $29/month; EOR $599/month; Contractors $599/month | Pricing model: PEPM tiers + country‑based quotes | Payroll: Optional U.S. or multi‑country add‑on | EOR/Contractor mgmt: Yes, 150+ countries | Free plan/trial: Demo; recruiting free for HR customers.

2. Workday HCM

Workday HCM unifies core HR, talent, time, benefits, and analytics with AI woven throughout. It’s a fit for midsize to large, multi‑entity enterprises that want one system of record spanning HR and finance. U.S. payroll is an optional add‑on, while global payroll connects via certified in‑country partners through Workday Global Payroll Cloud. Recent releases emphasize Illuminate AI, low‑code automation, and a connected data ecosystem that helps leaders hire, operate, and report across regions with confidence.

Best for: Multinational organizations standardizing HR and finance with enterprise‑grade analytics, AI, and a robust partner payroll network.

Why it stands out

• Global payroll at scale: certified connectors across 180+ countries let you keep Workday as HCM while running compliant in‑country payroll.
• U.S. payroll add‑on: continuous processing, proactive audits, and jurisdiction‑aware filings support complex multi‑state operations and W‑2/1099 workflows.
• Contractor/contingent workforce: Workday VNDLY integrates for sourcing, onboarding/offboarding, time/expense, and total‑workforce visibility.
• Integrations and AI: Orchestrate low‑code automations; Data Cloud and analytics connectors unify HR/finance data; Illuminate AI speeds everyday HR tasks.

Pricing & plans snapshot: Starting price: Quote‑based | Pricing model: Subscription (modules packaged per customer) | Payroll: U.S. payroll optional add‑on | EOR/Contractor mgmt: EOR via partners; contingent workforce via Workday VNDLY | Free plan/trial: Demos available (no free plan).

3. SAP SuccessFactors

SAP SuccessFactors is an enterprise‑grade cloud HCM that unifies core HR (Employee Central), payroll (Employee Central Payroll), time, talent, and analytics. Designed for multinationals and hyper‑growth firms, it supports HR compliance across 100+ locales, with payroll localizations in 59 countries. Deep integration with SAP S/4HANA and open APIs helps large U.S. companies standardize processes globally. It doesn’t offer EOR natively; external workforce and EOR needs are served through SAP Fieldglass and partner integrations.

Best for: Enterprises with existing SAP stacks or complex global footprints needing standardized HR, payroll localizations, and robust integrations.

Why it stands out

• Global payroll at scale with 59 country localizations continuously updated for legal changes.
• Robust U.S. payroll using BSI TaxFactory covers multi‑state, local, and municipal taxes across W‑2 and 1099 scenarios.
• Mobile‑first onboarding, cross‑boarding, and offboarding standardize workflows and speed time‑to‑productivity.
• Enterprise integrations: native S/4HANA posting, OData APIs, and SAP Integration Suite connectors, plus Preferred Success guidance.

Pricing & plans snapshot: Starting price: Employee Central from $75.60 per user/month | Pricing model: Per‑user subscription (12–60‑month terms) | Payroll: Optional add‑on (Employee Central Payroll, 59 locales; min 1,000 users) | EOR/Contractor mgmt: EOR via partners; contractors via SAP Fieldglass | Free plan/trial: Demo only.

4. Oracle Fusion Cloud HCM

Oracle Fusion Cloud HCM is an end‑to‑end suite for Core HR, recruiting, talent and learning, time, compensation, HR help desk, and payroll. It suits midsize and large, multi‑country organizations, especially those on Oracle ERP, offering native payroll localizations plus certified connections to third‑party payrolls. As of March 14, 2024, Oracle provides in‑product payroll for 14 countries and supports payments in 160+ countries via Payroll Interface and partners.

Best for: Global organizations needing tight ERP alignment, country‑by‑country payroll flexibility, and quarterly innovation cycles.

Why it stands out

• Global payroll flexibility: native localizations (U.S., U.K., India, Canada, GCC, and more) plus Payroll Interface and Payroll Connect for ADP.
• U.S. payroll depth: Vertex‑driven tax rules, multi‑state scenarios, e‑IWO, and Anytime Pay for earned‑wage access.
• Plays well with EOR/contractors: track contingent workers in Core HR and integrate with EOR or payroll aggregators where you lack entities.
• Quarterly updates and 24/7 Oracle support keep capabilities and compliance current.

Pricing & plans snapshot: Starting price: Quote | Pricing model: PEPM, multi‑year SaaS | Payroll: Add‑on, country‑specific localizations | EOR/Contractor mgmt: No native EOR; contingent tracking + partner integrations | Free plan/trial: Demo only.

5. Oracle PeopleSoft

Oracle PeopleSoft is a mature, modular HCM/HRIS suite, often hosted on Oracle Cloud Infrastructure but equally proven on‑premises. Ideal for mid‑to‑large enterprises (notably higher education and public sector), it offers deep configurability across core HR, time and absence, benefits, recruiting, and self‑service. Payroll options include Payroll for North America, Global Payroll country extensions, or a Payroll Interface to third‑party providers.

Best for: Organizations wanting full HRIS control, on‑prem or hosted, with flexible global payroll strategies and rigorous compliance.

Why it stands out

• U.S. payroll depth: Payroll for North America handles federal/state/local taxes, multi‑state withholding, distributions, and tax updates.
• Global flexibility: Mix Global Payroll extensions with NA Payroll and third‑party processors via Payroll Interface, country by country.
• Faster hiring: Fluid OnBoarding and SmartHire accelerate data entry, provisioning, and day‑one readiness with guided checklists.
• Integrations and compliance: Integration Broker (REST/SOAP/JMS/SFTP) and PeopleSoft Update Manager for timely legislative fixes.

Pricing & plans snapshot: Starting price: Quote‑based enterprise licensing | Pricing model: Perpetual license + annual support | Payroll: Optional add‑ons (Payroll for North America, Global Payroll) | EOR/Contractor mgmt: EOR: No; Contingent tracking: Yes | Free plan/trial: Demo only.

6. UKG Pro

UKG Pro is an enterprise HCM suite combining core HR, U.S. payroll and tax, time and scheduling, recruiting, onboarding, and talent. For global scale, UKG One View orchestrates multi‑country payroll, consolidating and validating results across 160+ countries and 120+ currencies. It’s a strong match for multi‑entity, multi‑state U.S. employers and globally distributed teams that want standardized processes and visibility in one platform.

Best for: Enterprises needing robust U.S. payroll plus centralized oversight of multi‑country payroll while retaining trusted local processors.

Why it stands out

• One View centralizes multi‑country payroll with AI‑driven validation across 160+ countries and 120+ currencies.
• U.S. payroll automation: live gross‑to‑net, Smart Tax Search, multiple EINs/pay groups, and 8,000+ tax codes supported.
• Faster high‑volume hiring: Rapid Hire’s chat‑based flow automates 90% of tasks; Pro Onboarding streamlines E‑Verify and documents.
• Ecosystem and global options: 400+ integrations via UKG Marketplace; partner EOR (e.g., G‑P) for compliant hiring without entities.

Pricing & plans snapshot: Starting price: Quote‑based | Pricing model: Subscription, typically PEPM with modules | Payroll: Included (U.S.) | EOR/Contractor mgmt: EOR via partners; 1099 support | Free plan/trial: Live demo (no free plan); multi‑country payroll via One View add‑on.

7. Dayforce

Dayforce is an all‑in‑one HCM that unifies core HR, payroll, time, benefits, talent, analytics, and AI on a single data model with continuous calculation. It’s a strong fit for U.S. companies operating across multiple states and expanding globally, offering native and managed payroll with coverage in 200+ countries and territories. Best for mid‑market to enterprise firms and venture‑backed scaleups handling complex hourly/shift workforces and multinational compliance demands, with robust reporting and controls. dayforce.com

Best for: Multi‑state and global employers that want continuous payroll calculation, strong compliance, and on‑demand pay in one platform.

Why it stands out

• Unified platform with continuous payroll calculation across HR, Time, and Payroll to cut manual work and reduce errors for multi‑state U.S. employers. dayforce.com
• Global payroll at scale with compliance monitoring; coverage in 200+ countries/territories and 900+ compliance updates delivered in 2024. dayforce.com
• Dayforce Wallet on‑demand pay included with Dayforce Payroll, enabling same‑day access to earnings and reducing time‑to‑fill by 13% in Dayforce research. dayforce.com
• EOR via partners (People2.0), Flex Work, and 24/7 global support. exchange.dayforce.com

Pricing & plans snapshot: Starting price: Not publicly listed (quote‑based) | Pricing model: Module‑based PEPM or enterprise tiers | Payroll: Optional add‑on; Dayforce Wallet included with Dayforce Payroll | EOR/Contractor mgmt: EOR via People2.0; Flex Work for W‑2 contingent staffing/VMS | Free plan/trial: No free plan; on‑demand demos available. dayforce.com

8. ADP Workforce Now

ADP Workforce Now is a mid‑market HRIS unifying core HR, U.S. and Canadian payroll and tax filing, benefits, time, talent, and analytics. Best for employers with roughly 50–999 staff, it delivers reliable multi‑state payroll and scales globally via ADP multicountry payroll and marketplace partners. For broader reach, GlobalView with Celergo can support up to 140 countries, while EOR hiring is available through integrated partners, keeping growing U.S. companies compliant as they expand.

Best for: Mid‑market teams that want proven U.S./Canada payroll with optional global payroll and EOR via ADP’s partner ecosystem.

Why it stands out

• U.S. multi‑state payroll with automated federal, state, and local tax filing; manage U.S. and Canadian workforces in one system.
• Global scale via ADP payroll and Marketplace EOR partners like G‑P and Velocity Global to onboard in 180+ countries.
• Contractor management through WorkMarket by ADP: onboard and verify 1099s, automate payments to U.S. and international contractors, e‑file 1099‑NECs.
• Deep ecosystem: 900+ benefits carriers, GL/401(k) connectors, and unified workforce management for time and scheduling.

Pricing & plans snapshot: Starting price: Quote‑based | Pricing model: Module‑ and headcount‑based; setup fees may apply | Payroll: Included (U.S. and Canada) with tax filing | EOR/Contractor mgmt: EOR via partners; contractors via WorkMarket | Free plan/trial: Demos available (no free plan).

9. Paycom

Paycom is a single‑database HCM anchored by employee‑driven, automated payroll (Beti), with core HR, time, benefits, talent, and analytics in one app. It’s ideal for U.S.‑centric startups through mid‑market firms needing compliant multi‑state payroll while managing domestic and international workforces together. Global HCM lets teams administer HR across 190+ countries and nearly 20 languages, standardizing workflows and reporting whether you hire through your entities or an external EOR.

Best for: U.S. organizations prioritizing error‑free payroll, mobile self‑service, and streamlined onboarding across multi‑state teams.

Why it stands out

• Employee‑driven payroll (Beti) lets employees preview, correct, and approve pay each cycle, reducing errors and support tickets across U.S., Mexico, Canada, U.K., and Ireland.
• Robust multi‑state compliance: automated tax deposits and filings for 940/941 and W‑2s; Client Action Center flags rates, discrepancies, and agency notices.
• Single app + mobile self‑service accelerates onboarding and timekeeping; contractors onboard as 1099s alongside W‑2 hires.
• Integrations and support keep HR, finance, and operations aligned.

Pricing & plans snapshot: Starting price: Quote only | Pricing model: Per‑employee, module‑based (implementation fees may apply) | Payroll: Included (full‑service U.S. with tax deposits/filings) | EOR/Contractor mgmt: EOR: No; Contractor: Yes | Free plan/trial: Demo available (no free plan).

10. Paycor

Paycor is a U.S.‑focused HRIS/HCM (now part of Paychex as of April 14, 2025) combining core HR, full‑service U.S. payroll and tax, time & scheduling, benefits, and talent in one platform. It’s best for SMB and mid‑market employers needing dependable multi‑state payroll, compliance automation, and intuitive employee self‑service. For global hiring, teams connect to Marketplace partners for EOR and global payroll while keeping U.S. HR and payroll centralized in Paycor.

Best for: SMBs and mid‑market teams that want fast, compliant U.S. payroll with plug‑and‑play integrations and partner‑led global hiring.

Why it stands out

• Faster hiring and onboarding: Electronic I‑9/E‑Verify, self‑service checklists, and Smart Sourcing AI that feeds ATS pipelines in hours.
• U.S. payroll depth: Full‑service federal, state, and local tax filings, address‑based setup, W‑2/1099 processing, and AutoRun for distributed teams.
• Integration platform: 320+ prebuilt connectors, 140+ APIs, and developer services that often stand up custom integrations in ~10 days.
• Global via partners and benefits: Connect EOR/global payroll (G‑P, Safeguard Global) and push benefits data through thousands of carrier EDI connections.

Pricing & plans snapshot: Starting price: $99/month base + $5 PEPM (SMB Basic) | Pricing model: Bundle base + PEPM (tiers/add‑ons) | Payroll: Included (full‑service tax + W‑2/1099) | EOR/Contractor mgmt: EOR via partners; built‑in 1099 | Free plan/trial: Demos/guided tours; promos common (no free plan).

Pricing and total cost of ownership

Budget for more than license fees when you use this hris systems list to plan.

• Subscription and platform fees. For example, Bolto lists 39 dollars per employee per month plus a 59 dollar platform fee for Launch and 49 dollars per employee per month plus a 99 dollar platform fee for Scale (see Bolto pricing for current details).
• Add ons. EOR can be a separate line item. Bolto publishes 599 dollars per employee per month for EOR and 299 dollars per contractor per month for Contractor of Record.
• Setup and implementation. Ask for a timeline and any one time costs.
• Payroll funding timing. Confirm cutoff dates, direct deposit timing, and international settlement windows.
• Internal time. Expect manager training and employee change management in the first pay cycles.

Practical tip: Ask vendors to quote year one and year two totals, including expected headcount growth. A clear TCO helps compare your hris systems list apples to apples. If you want one vendor for recruiting and payroll, consider a demo with Bolto.

Implementation and change management

Even a great hris systems list will fail without a realistic rollout plan.

• Start with a pilot group. Run one US payroll cycle and one international cycle before company wide launch.
• Map data migration. Define how you will move employee data, comp history, and documents.
• Train managers first. Give them test employees and a sandbox.
• Communicate pay dates and any policy changes to all employees.

Real world signals to look for while you compare vendors

• Speed to productivity. Assembly reported a first hire in 15 days from the initial call and under 2 days to onboard, which shows what a nimble vendor can deliver.
• Scale under pressure. Fiber AI stood up a team of five engineers in 10 days with 100 percent retention, a sign that fast recruiting plus clean onboarding is possible.
• Predictable hiring. Rebet logged an average 5.6 day time to hire and four hires in under five weeks with 100 percent retention after one year.

If you want one team to own recruiting, EOR, and payroll setup, you can talk to Bolto.

Security compliance and deployment model

Use this section of the hris systems list to separate must haves from nice to haves.

• Access controls. Role based permissions, SSO, and multifactor options
• Data protection. Encryption in transit and at rest, secure key management, and regular backups
• Audit trails. Immutable logs for changes to pay, bank info, and user access
• Compliance coverage. Support for US payroll tax filings, correct worker classification, and local labor rules in each operating country
• Data residency and export. Clear statement of where data lives and how you can export it on demand
• Vendor posture. Ask for independent security reports and references

How to choose the best HRIS five step process

Use this step by step path while working through the hris systems list.

1. Define scope. US only or global. Employees, contractors, or both.
2. List must have features. Payroll, time off, benefits, integrations, EOR.
3. Shortlist three vendors. Include at least one all in one option like Bolto if you want recruiting plus payroll in a single stack.
4. Run a proof. Process one test payroll, create a contractor, and simulate an international hire.
5. Compare TCO and support. Map the two year cost and confirm who handles filings and notices.

Related categories and subcategory lists if HRIS is not a fit

If a full HRIS is too much, these categories can still solve core needs. Keep them handy next to your hris systems list.

• US payroll for startups
• Global payroll
• Employer of record
• Contractor of record and contractor management
• Applicant tracking system
• Time and attendance
• Benefits administration
• Professional employer organization
• Global recruiting marketplace

If your goal is to hire engineers fast and pay them in one place, an integrated platform like Bolto can replace several tools on your hris systems list.

Conclusion Putting your shortlist to work

A solid hris systems list helps you get from research to decision with less risk. Use the checklist to judge fit, the pricing section to model TCO, and the five step process to run a quick proof. Then pick the vendor that shows speed to value, clear compliance coverage, and dependable support. Ready to see an all in one option for recruiting, payroll, and EOR in one system, visit Bolto.

FAQ

What is an HRIS and how does it differ from payroll software

An HRIS is a system of record for people data that adds workflows like onboarding, time off, and policies. Payroll software focuses on calculating pay and taxes. Many tools combine both, which is why a strong hris systems list compares the full stack.

How much should a startup expect to pay for an HRIS

Costs vary by headcount and scope. As a reference point, Bolto lists 39 dollars per employee per month plus a 59 dollar platform fee for a Launch payroll tier and 49 dollars per employee per month plus a 99 dollar platform fee for Scale. Global hiring via EOR can add 599 dollars per employee per month.

Can an HRIS handle international hires without foreign entities

Yes if the vendor offers employer of record or contractor of record. Bolto cites EOR in up to 150 countries and automated payments in more than 150 countries. Add this requirement to your hris systems list if you plan to expand.

What support commitments should I request

Ask for live support hours, response time targets, and who handles tax notices. Bolto advertises 24 7 dedicated human support on EOR and a ninety day replacement guarantee on recruiting.

How fast should I expect to see value after go live

Look for evidence like time to first shortlist and time to onboard. Examples include about 72 hours to first candidate shortlist and under 2 days to onboard in documented cases. These are useful comparison points across any hris systems list.

Do I need an ATS if my HRIS has recruiting

If hiring is a top priority, an integrated recruiting marketplace plus AI vetting can replace a separate ATS for many startups. If you process high volumes, an ATS still helps. Add both options to your hris systems list and test real workflows.