HR Payroll Systems » HRIS Vendor List

HRIS Vendor List

Welcome to the HRIS vendor listings page. To save time, you can narrow down the list of HR software systems by using our custom filter. Find the best HRIS solution that meets your company’s needs and request a free demo or price quote today!

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BambooHR Software

By BambooHR
4.8/5 43 Reviews

BambooHR is a comprehensive, online core HRIS/HRMS software solution that streamlines and centralizes employee information into a single database with instant, real-time alerts and reports.

Vibe HCM Software

By Vibe HCM, Inc.

Vibe HCM is a system of engagement largely focused on the employee rather than a system of record focused on data and systems.

UltiPro

By Ultimate

UltiPro is Ultimate’s all-in-one human capital management and payroll solution. A modern solution to managing your greatest asset, people.

Namely HR Software

By Namely

Namely is a powerful HR software solution that is designed to meet the needs of mid-sized companies. From payroll and benefits management to time tracking and talent management, Namely offers one platform that enables businesses to manage their people at every step of the employee lifecycle.

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SyncHR Software

By SyncHR

SyncHR is helping mid-sized enterprises modernize their HR so they can operate at the new speed of business.

Sage HRMS

By Sage

Sage HRMS offers a range of hosting options, from self-hosted (on premise) to managed to hosted solutions.

Mitrefinch Software

By Mitrefinch

Mitrefinch software is a cloud based solution that helps companies keep track of their most valuable asset – their people.

Run Powered by ADP®

By ADP

RUN Powered by ADP® (“RUN”) is fast, easy and affordable payroll software for small businesses (with fewer than 50 employees) that delivers payroll, tax filing, HR support, talent recruitment, benefits management, and more.

Workforce Now

By ADP

ADP’s Workforce Now is a payroll and HR solution designed to fit the needs of midsized companies with between 50 and 999 employees.

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ADP Vantage HCM

By ADP

ADP’s Vantage HCM software is an all-in-one solution designed specifically to meet the needs of large businesses with 1,000 employees or more.

PeopleStrategy eHCM

By PeopleStrategy

PeopleStrategy eHCM consolidates an organization’s people processes in a single solution with access from any device at any time through the cloud.

EPAY Systems HCM Software

By EPAY Systems

EPAY offers a comprehensive human capital management system that works best for companies operating in the U.S. and managing between 100 and 10,000 employees.

Rippling Software

By Rippling

Rippling is an all-in-one HR software that helps companies manage and automate admin work, including onboarding, benefits, payroll, and more.

APS Software

By APS

APS provides comprehensive, cloud-based HR and payroll solutions. The software can be scaled to fit organizations of many sizes in a variety of different industries.

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SentricHR

By Sentric

SentricHR is an all-in-one cloud-based human resources and payroll solution that can help companies streamline and optimize the way they work.

BirdDogHR Software

By BirdDogHR

BirdDogHR software offers integrated talent management that can help medium to large companies in the U.S. better mobilize and motivate their workforces.

Thrive HCM

By PayServ Systems

Thrive is an HCM software solution best suited to medium and large organizations that see the potential for automation and streamlined electronic HR management to improve the efficiency of existing processes.

Avanti Software

By Avanti

Avanti software's fully integrated solution helps Canadian businesses manage human resources, payroll, and time and attendance from one convenient database.

Fusion HCM

By Oracle

Oracle Fusion HCM software can help your company to better collaborate, work as a team, and optimize processes-even across locations in multiple countries.

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HRIS Buyer’s Guide

HR Payroll Systems’ Guide to Finding the Best HRIS Software for Your Company

Doing HR processes manually can be incredibly time-consuming. Developments in computers and HRIS software mean that these processes can be automated, freeing up HR professionals’ time for more important tasks. But with so many HRIS vendors out there, how do you find the one that will best meet your company’s needs?

Finding the best HR software vendor can be a difficult task. Selecting the software that will best meet all of your company’s unique needs can be a complex endeavor and needs to be broken down into smaller steps. You don’t want to settle for the first software you find. It’s important to implement only the best HRIS software for your company. A HRIS that works well for one company may not be the best one for you.

HR Payroll Systems’ HRIS Buyer’s Guide is here to help you learn how to determine what your HRIS needs are, examine different HR systems, and then to finally make the decision. We’ve broken down the HRIS selection process into 10 easy-to-follow steps.

Step 1: Research HRIS Software Options

businessman sitting across from woman

Before you can get started on the HRIS selection process, you first need to know all of the options available to you. HRIS research involves reading about the different software options and learning about all of the available features. There are plenty of resources available online that can help you in your research.

Online articles about HRIS software and websites such as HRPayrollSystems.net have a lot of information about different HRIS software options and their features. There may even be videos of each software so you can see it in action. The research process will help you understand what the available features are in a HRIS and how those features might work for your company.

Step 2: Determine Your Company’s Needs

Once you are more familiar with the available features in a HRIS, the next step is to determine exactly what your company’s needs are. You may already have a good idea of what HR processes are the most time-consuming and which are the most important. The best HRIS software for your company will be the one that increases productivity the most and saves the most time.

There are some features, such as time tracking, turnover, job history, and performance reviews, that are common across many different HRIS software vendors. At the same time, many vendors also offer unique combinations of features. If you have any feature requirements that aren’t among the common features most vendors offer, it’s important to look for those in a HRIS’s feature set first in order to eliminate systems that won’t meet your company’s needs.

It can be helpful to create a spreadsheet of your HRIS software requirements. List all of your company’s needs in one column and then create columns for each vendor you’re investigating across the top of the spreadsheet. You can then add checkmarks for each feature a vendor offers. The spreadsheet can be a useful visual of which vendors are best able to meet your company’s HRIS needs.

Step 3: Decide on a Budget

man in suit with blue umbrella

Many HRIS systems do cost money to purchase and to implement, but they can end up saving your company money in the long run. HRIS software can radically reduce the amount of time your HR staff is spending on payroll, for example. A HRIS can also track turnover, something that typically costs companies a lot of money, and help reduce that cost.

A lot of HRIS vendors offer different pricing options. Some vendors offer different packages with more features in the higher-priced options. Other vendors offer subscription services with a cost per month based on the number of employees. You will need to decide not just on an overall budget for the HRIS but also whether that budget is for one lump sum paid up-front or whether it can be put instead towards a monthly cost.

Step 4: Create the RFP

remote worker

Standard features that you may wish to include in your RFP are:

  • Company overview.
  • Description of your company’s software needs.
  • Employee population.
  • Any desired features and functionality.
  • Technical environment requirements.
  • Request for pricing, from implementation and training to maintenance.
  • Request for vendor references.
  • Details on the vendor’s customer service.
  • Request for a demo.
  • Request for a sample contract.

Once the RFP has been created, you can submit it to as many vendors as you are interested in. Decide on a deadline, typically between 4 and 6 weeks, for the vendors to return their proposals to you. Then, wait for the RFPs to be returned to you.

Step 5: Research Vendor Companies

woman interviewing job applicant

It’s important to do your own research into the vendor companies. This involves looking into not just what information they provided to you on the RFP, but also into the vendor’s reputation. You can find reviews from their other customers online to see what that vendor’s current and past customers have to say about both the company and their software. You can also reach out to other companies on LinkedIn or on SHRM’s message boards.

It’s also important to look at how long a company has been in business and what types of companies they have as clients. If a vendor’s clientele is all made up of companies in a completely different demographic than yours, that may be a sign that the vendor isn’t the one that can best meet your company’s needs.

If you’ve asked for references in the RFP, you can contact those customers. However, because most companies will provide references they believe will be possible, it’s a good idea to find your own references. This can help you get a better overall picture of how the vendor serves its customers to help you find the best HRIS software vendor for your own company.

Step 6: Request a Demo

Data management and privacy

In order to see how HRIS software actually works, it’s essential to request a demonstration of that software from the vendor. You can request either an in-person demo at your own office or a web-based demonstration. Each vendor should have someone who can not only show you the software but also explain in detail how each feature of the software works.

You should be wary of vendors that simply send a CD or a link to an online video. This could indicate customer service problems with the company. Even though many initial demonstrations do take place remotely, a company willing to have a person dedicated to showing you their product or to do a demo in-person may have a greater commitment to customer service than one that is not.

The best kind of demo is one that allows you to interact with the software so that you can see exactly how it will work for you. A standard demo that the vendor uses for everyone may not be able to answer all of your questions or show you how the software can meet your company’s unique needs. You can send the vendor a list of questions you have prior to the demo so that they can tailor the presentation to your company’s needs.

You want to come away from a demo with a very strong sense not just of how that HRIS works but also how it will solve your company’s specific problems.

Step 7: Compare HRIS Features

hris software training

The next step is to return to the features spreadsheet you made in step 2. Compare all of the features offered by the different HRIS vendors and eliminate any that aren’t able to provide the features your company most needs. You can contact each vendor before crossing them off the list to make sure you didn’t miss any features that they offer.

While it’s important to narrow down the selection, the ultimate goal is to find the best HRIS software from the best HR software vendor for your company. You don’t want to eliminate a vendor prematurely. A feature you need may simply be in a higher tier of that vendor’s software or could be an add-on.

It’s also important to not immediately rule out a HRIS that offers more than what you need. Just because your company’s current needs only involve some of the features offered doesn’t mean your company won’t grow into that software in the future. HRIS features are designed to save companies time and money. You may find that once you begin using a HRIS for the most time-consuming processes, you discover other areas that could benefit from the HRIS implementation.

Step 8: Review HR Vendors Again

law office

After you have narrowed down the potential HR software vendors to a shortlist, it’s important to review each one again. Review the HRIS software’s features and research again how long companies have been in business and what types of companies they have as customers. Re-read reviews.

Compare the RFPs each vendor sent you and what their sample contracts contained. You can also ask to view a demo again if there are any questions remaining about the software. A standard presentation can be sufficient for a second demo to refresh your memory about that HRIS.

Some vendors may offer trials of their software, typically for either 30 or 60 days. This would allow you to try out the software and see if it met your requirements and fulfilled your company’s needs. After the trial ends, you would then need to decide whether or not to purchase or try out a different HRIS.

Step 9: Make the Decision

man working at his computer in a blue shirt

At this stage in the process, you should have all of the information you need to make a decision. You can review the spreadsheet you created in step 2 to determine which vendors meet, or even exceed, your requirements. You can even speak to the staff members who will be affected most by the implementation of a HRIS about their preferences.

Deciding on the best HRIS software for your company is a big step and should be taken seriously. The best HRIS for your company isn’t determined only by the software’s feature set, but also by the vendor that sells it. The best HR software vendor is one that will provide you with good customer service and training to help you make the most out of the HRIS.

If you’re still unsure, repeat the previous steps to gather more information.

Step 10: Implement the HRIS

hris software classes

The final step is to implement the HRIS software. The HR software vendor you’ve selected should work with you to roll out the software company-wide. If the HRIS you’ve chosen is on-premise software, the vendor should be the one installing it and providing training for your employees. The vendor should also be available for several weeks following implementation to answer any questions and to address any issues that arise.

It’s also important to involve any departments that work with HR in the implementation process. Other departments should know how to submit data to HR under the new system. It will also be easier for other departments to understand the new HR processes and what reports from HR will look like with the new software.

Conclusion

These steps are meant to guide you through the HRIS selection process from beginning to end. The ultimate goal is to choose the best HRIS software for your company. This will not only streamline HR processes and improve efficiency within the department but also save the company money.

By following these steps and comparing different vendors, you can find a HRIS that only meets all of your needs, but could even exceed them. Selecting the best HRIS software can seem like a daunting task, but it’s a lot easier than it looks. These ten steps will help you simplify the search process and lead you to find the best HRIS software from the best HR software vendor.