“An HRIS (Human Resource Information System) is a software designed to streamline all people-related processes within a business, from talent acquisition to payroll, compensation, and leave management.”
“We should choose the HRIS provider that offers the most features at the lowest price.”
This mindset is common when HR teams search for a new system to manage a large workforce.
While it’s a familiar approach to software selection, choosing an HRIS for a larger company involves overlooked, yet crucial, factors.
That said, this article provides a detailed review of the top 6 HRIS systems for large companies. We’ll also walk you through the key factors to evaluate and implement the right HRIS system for your company.
HRIS Systems for Large Companies - At a Glance
Detailed Review of the Best HRIS Systems for Larger Companies
ADP Workforce
ADP Workforce is a leading human capital management provider, offering a comprehensive suite of HRIS services, including payroll, benefits administration, talent management, and compliance solutions.
With over 70 years of experience in the industry, ADP serves businesses of all sizes, from small startups to large enterprises.
Pricing
ADP's pricing structure varies based on the specific services selected and the size of the organization. For ADP Workforce Now, costs typically range from :
$18 to $28 per employee per month (PEPM), depending on the modules included in the subscription.
The pricing tiers include:
- Select Package: Basic payroll and HR functionalities.
- Plus Package: Adds benefits administration and enhanced HR tools.
- Premium Package: Includes advanced features such as automated time tracking and analytics.
Additionally, ADP offers various payroll packages starting at approximately $79 per month plus $4 per employee, with more comprehensive options available for larger organizations.
Top Features
- Automated payroll processing with tax filing and compliance support.
- Comprehensive tools for managing employee benefits.
- Recruitment solutions integrated with ZipRecruiter for streamlined hiring.
- Tools for tracking employee performance and development.
- Automated timekeeping features to manage workforce hours effectively.
- An intuitive mobile app allowing employees to access pay statements and benefits anytime, anywhere.
- Advanced data analytics capabilities for informed decision-making based on real-time insights.
HR Reviews
User reviews of ADP's HRIS solutions generally highlight several strengths:
- Integration Capabilities: Users appreciate how easily ADP integrates with other business applications.
- User-Friendly Interface: The platform is often described as intuitive and easy to navigate, which helps reduce training time for new users.
- Customer Support: Many users commend ADP's customer service for being responsive and helpful in resolving issues quickly.
However, some reviews point out that the pricing can be on the higher side compared to competitors, particularly for smaller businesses looking for budget-friendly options.
Additionally, users have mentioned that while the system is robust, it may require a learning curve for those unfamiliar with comprehensive HRIS platforms.
UKG
UKG (Ultimate Kronos Group) is a leading provider of cloud-based Human Capital Management (HCM) solutions, designed to streamline various HR functions such as payroll, talent acquisition, time and attendance management, and overall workforce management.
UKG Pro, the flagship product, integrates these functionalities into a single platform, enabling organizations to enhance their HR processes and improve employee engagement through automation and data-driven insights.
The platform is particularly well-suited for mid-sized to large enterprises, offering customizable modules that cater to diverse business needs.
Pricing
UKG Pro employs a pricing model based on a per employee per month (PEPM) basis.
The typical cost ranges from $26 to $37 per employee, depending on the specific features and modules selected by the organization.
Additional costs may arise from extra features or support services, which can make it a more expensive option compared to other HRIS solutions available in the market.
Organizations with fewer than 2,500 employees might find more budget-friendly alternatives that offer similar functionalities.
Top Features
UKG Pro boasts a comprehensive suite of features designed to enhance HR management:
- Automated payroll processing that reduces errors and saves time.
- Tools for recruiting and onboarding new employees efficiently.
- Real-time tracking of employee hours and attendance patterns.
- Systems for conducting performance reviews and managing employee development.
- Portals that allow employees to manage their own information, reducing administrative burdens.
- Advanced reporting tools that provide insights into workforce metrics and trends.
HR Reviews
User reviews of UKG Pro highlight several strengths and weaknesses:
Strengths
- Ease of Use: Many users appreciate the intuitive interface that simplifies navigation and task completion.
- Comprehensive Functionality: The all-in-one nature of UKG Pro allows organizations to manage multiple HR functions from a single platform, leading to increased efficiency.
- Customer Support: While some users have noted variability in support quality, many have reported positive experiences with timely assistance when needed.
Weaknesses
- Cost Concerns: Some users feel the pricing is high relative to the features offered, especially for smaller organizations.
- Complexity in Customization: Certain users have expressed challenges in customizing the platform to meet specific needs without incurring additional costs.
- Support Limitations: Instances of slow response times or inadequate support for complex issues have been mentioned by some users.
Workday
Workday is a cloud-based enterprise resource planning (ERP) solution that specializes in human capital management (HCM), financial management, and planning.
It provides organizations with tools to manage HR functions such as workforce planning, recruitment, talent management, and benefits administration.
The platform is designed for businesses of all sizes and offers real-time visibility into critical data, which enhances decision-making capabilities.
Workday's integration capabilities allow it to connect easily with various other systems, making it a versatile choice for many industries, including healthcare, education, and professional services.
Pricing
Workday employs a subscription-based pricing model that varies based on several factors, including the number of employees and the specific modules selected.
Here’s a breakdown of estimated costs:
- Per Employee Per Month (PEPM): Pricing typically ranges from $34 to $42 per employee per month for larger organizations.
- Annual Costs:
- For smaller organizations (around 200 employees): $108,400 to $141,100 annually.
- For larger organizations (around 1,000 employees): $195,100 to $254,100 annually.
- Organizations with over 1,001 employees can expect costs between $247,400 and $341,300 annually.
- Implementation Fees: A one-time implementation fee is often equivalent to 100% of the annual software fees.
Organizations can potentially lower costs through long-term contracts or by bundling multiple modules together
Top Features
Workday offers a variety of robust features that cater to HR and financial management needs:
- Comprehensive tools for managing employee data, recruitment processes, performance reviews, and talent development.
- Tools for accounting, financial planning, procurement, and analytics.
- Real-time analytics capabilities that provide insights into workforce trends and financial performance.
- An intuitive design that enhances user experience and reduces training time.
- Allows employees to access Workday on-the-go through mobile devices.
- Effortless integration with other systems like ERP and CRM platforms.
HR Reviews
User reviews of Workday generally highlight both strengths and weaknesses:
Strengths
- Comprehensive Functionality: Many users appreciate the all-in-one nature of Workday's platform, which combines HR and financial tools effectively.
- Real-Time Data Access: Users benefit from real-time analytics that support informed decision-making.
- Strong Customer Support: Workday is often praised for its customer service and support resources.
Weaknesses
- Complexity in Implementation: Some users report challenges during the implementation phase due to the system's complexity.
- Pricing Concerns: While many find value in the features offered, some users feel that the pricing can be steep for smaller organizations or those with limited budgets
Rippling
Rippling is an all-in-one Human Resource Information System (HRIS) designed to streamline HR, IT, and finance operations.
It enables businesses to manage employee data, payroll, benefits, compliance, and more through a unified platform.
Rippling is particularly noted for its automation capabilities, which reduce manual tasks and enhance decision-making through real-time analytics. The platform integrates with over 600 applications, making it adaptable to various business needs and workflows.
Pricing
Rippling's pricing structure is flexible and competitive. The core HR features typically range from $21 to $29 per employee per month (PEPM), with additional charges for specific services such as payroll and benefits administration.
There is also a base fee associated with the Unity Plan, which starts at $35 plus $8 per employee per month.
Companies can choose to purchase individual modules or bundles based on their requirements, allowing for tailored solutions that fit different organizational sizes and needs.
Top Features
Rippling allows users to create hyper-custom workflows that automate various HR processes, from hiring to offboarding.
The platform includes built-in compliance monitoring tools that help businesses adhere to local, state, and federal regulations.
- Users can generate reports using an intuitive report builder that provides insights into employee data and operational efficiency.
- Rippling simplifies payroll processing across all 50 states and internationally, handling tax filings and compliance automatically.
- The system facilitates the management of employee benefits such as health insurance and retirement plans in a single interface.
- An organized document management system helps track and store important employee documents securely.
HR Reviews
User reviews of Rippling generally highlight its ease of use and comprehensive feature set.
Many HR professionals appreciate the platform's ability to integrate various functions into one system, significantly reducing administrative overhead.
However, some users have noted concerns regarding customer support response times during peak periods. Overall, Rippling is praised for its automation features that allow HR teams to focus more on strategic initiatives rather than routine tasks
Key summary
- Strengths: Comprehensive integration of HR functions, automation capabilities, user-friendly interface.
- Weaknesses: Occasional delays in customer support.
SAP Successfactors
SAP SuccessFactors is a comprehensive Human Resource Information System (HRIS) designed to streamline and enhance HR processes.
As part of SAP's cloud-based solutions, it offers a suite of tools for talent management, core HR functions, and analytics.
SuccessFactors is particularly noted for its ability to integrate with other SAP products and its focus on employee experience, making it suitable for organizations of all sizes seeking to improve workforce engagement and operational efficiency.
Pricing
SAP SuccessFactors employs a subscription-based pricing model, which varies based on the specific modules used and the number of employees. The general pricing structure includes:
- Employee Central (Core HR): Typically ranges from $28 to $38 per employee per month (PEPM) .
- Recruiting Module: Priced per transaction, with each candidate moved to "Hired" status counting as one transaction .
- Contract Duration: Options available between 12 to 60 months, with auto-renewal features.
The pricing can be influenced by the specific needs of the organization and the chosen implementation partner, as all offerings require certified partner implementation.
Top Features
- Tools for recruiting, onboarding, performance management, and succession planning.
- Employee records management, payroll integration, and compliance tracking.
- Features aimed at enhancing employee engagement through feedback mechanisms and personalized experiences.
- Robust analytics tools that provide insights into workforce metrics and trends.
- Integrates with other SAP solutions and third-party applications.
HR Reviews
User reviews of SAP SuccessFactors highlight both strengths and weaknesses:
Strengths:
- Comprehensive functionality covering all aspects of HR management.
- Strong integration capabilities with existing systems.
- User-friendly interface that enhances employee engagement.
Weaknesses:
- Pricing can be a barrier for smaller organizations due to the per-employee costs.
- Some users report challenges with system customization and implementation timelines.
- Occasional issues with customer support responsiveness during critical periods.
Overall, many HR professionals appreciate the depth of functionality offered by SAP SuccessFactors but recommend careful consideration of implementation strategies to maximize value.
Deel
Deel HRIS provides a comprehensive solution for hiring, onboarding, payroll, and compliance across more than 150 countries.
Deel's Employer of Record (EOR) service allows businesses to employ workers without needing to establish a local entity, effectively simplifying international hiring processes.
The platform is suitable for organizations looking to manage diverse employee types—contractors, remote workers, and local hires—through a single interface.
Pricing
Deel offers a transparent pricing structure that scales with business needs:
- Deel Contractor: Starts at $49/month per contractor.
- Deel EOR: Starts at $599/month per employee, which includes payroll management, benefits administration, and compliance support.
- Deel Payroll: Starts at $29/month per employee for companies managing their own entities.
- Deel US Payroll: Starts at $19/month per employee for U.S.-based payroll.
- Deel US PEO: Begins at $79/month per employee for comprehensive HR services in the U.S.
- Deel HR: Free for any organization with a Deel account, allowing management of all HR functions without recurring costs.
Top Features
Deel HRIS boasts several key features that enhance its usability and effectiveness:
- Automatically tracks local labor laws and regulations to ensure compliance across different jurisdictions.
- Simplifies the process of hiring and terminating employees with localized information and automated workflows.
- Provides visual analytics on workforce metrics such as attrition rates and organizational growth.
- Allows employees to request and manage time off and expenses through the platform.
- Facilitates the storage and signing of necessary documents within the system.
- Supports over 68 integrations with existing tools in HR, finance, and other business operations.
HR Reviews
User feedback on Deel HRIS highlights several strengths:
- Ease of Use: Many users appreciate the intuitive interface that simplifies complex HR tasks. The ability to manage various worker types from one dashboard is frequently mentioned as a significant advantage.
- Cost Efficiency: The free access to Deel HR for existing customers is viewed positively, allowing organizations to reduce operational costs while maintaining robust HR capabilities.
- Customer Support: Users report high satisfaction with Deel's customer support, noting the availability of local HR experts who can assist with compliance issues specific to their regions.
- Performance Improvement: Companies have reported reductions in administrative burdens and faster onboarding times, contributing to overall operational efficiency.
Evaluating HRIS systems for Large Companies - Factors To Consider
Who will Help with The Implementation?
The success of the project often hinges more on the implementation team than on the software itself.
Will the HRIS vendors assign experts to help you implement it into your infrastructure? Or will you need to put together a dedicated internal team?
Regardless of the team responsible for implementing HRIS system for your organization, you may still be better off having clarity on what the task breakdown is for each type of team:
This cross-functional team should include:
- A project manager to oversee the implementation process
- Subject matter experts who understand your HR processes and requirements
- Technical resources for tasks like system configuration and integration
- Consultants can provide guidance on best practices and help you avoid common pitfalls
- Contractors with technical skills like data conversion and system integration can fill gaps in your internal team
- Creating timelines and managing deadlines
- Migrating data from your old system
- Customizing workflows and configurations
- Providing training to end-users
And just in case if you’d like to take the route most followed:
The Implementations that were reportedly successful were a combination of vendor support, external expertise and a strong internal team.
Is your Organization Well-Aligned for HRIS Implementation?
HRIS is supposed to streamline everything “employee-lifecycle” within an organization.
But if your teams (HR, Payroll, Accounts, IT, leadership) are out-of-sync, then streamlining would be the list thing to be ticked off as the HRIS systems struggle to deliver results post implementation.
As an HR, now is the right time to ask this question, not after:
Do you have the right data, processes, and cross-departmental collaboration to support the implementation?
Because if you don’t, here’s what could go wrong:
- Data Integrity Issues: Incomplete or inaccurate data can lead to major functionality problems, hindering the system’s overall effectiveness.
- Process Misalignment: Your existing HR workflows might not be ready to integrate with the new system. Without process optimization, inefficiencies and bottlenecks could persist.
- Lack of Team Collaboration: Without clear cross-departmental communication, the implementation might turn out to be futile. Early engagement ensures that all teams are aligned, and everyone understands their roles once the HRIS goes live.
Can the Vendor Provide Live Demos?
A generic, pre-recorded presentation might check the surface-level requirements, but it won’t reveal how the HRIS might handle day-to-day tasks unique to your team of HR’s and your collective workflows.
To avoid surprises later, ensure you get a live, interactive demo that walks you through specific features in real-time.
The goal?
To see the platform function as it would in your day-to-day operations - whether it’s onboarding, payroll, or managing employee data.
In short, demand more than just a "one-size-fits-all" demo.
A customized demo that mirrors your real-world workflows means you walk away with a better understanding of how the HRIS will serve your team, not just in theory, but in practice.
Post-Implementation Support and Costs
It’s one thing to implement an HRIS system successfully, but what happens when things go awry after launch?
Whether it’s troubleshooting unexpected issues or providing critical system updates, you as an HR need clarity on what the vendor offers, and how much it’ll add to your budget.
Start by verifying whether additional fees are charged for premium services like Level 2 or 3 support, which can address more complex technical issues.
It's also important to clarify what type of post-implementation help is included in the package, and if they provide 24/7 availability or restrict support to regular business hours.
Finally, be sure to review any Service Level Agreements (SLAs) to verify the vendor’s commitment to response and resolution times.
The cost of ongoing support can add up fast, but it’s crucial to avoid service disruption or downtime for your team.
Is the HRIS System Scalable?
Much like successful implementations, scalable systems are about more than just features on paper.
But but…
How do you Define Scalability for HRIS?
Scalability refers to the HRIS's ability to expand alongside your growing workforce without compromising performance or efficiency.
Will it support a growing number of users?
How adaptable is the system towards evolving HR requirements - say with the new compliance tools or performance management features?
Before you commit, make sure the system can truly scale - without needing constant reinvestment or disruptive overhauls.
The most future-proofed systems are the ones that offer modular architecture and integration capabilities - In simple words, an ideal HRIS is one that lets you focus on your most important asset - People.
Now that brings us to the last and final factor.
Integration with Existing Systems
Now this one should be high on the checklist.
Will the HRIS system come with native integrations?
Or will custom integrations need to be built In-house?
Identifying this early on will determine how complex (or effortless) your work as HR will be in the long run.
But Why?
Because as your workforce data becomes clearer, you should be able to focus on people-centric tasks, ultimately improving long-term productivity.
This can only happen when your HR stack (Payroll, Accounting, Performance Management tools) communicates with each other and third-party HR-Tech platforms.
Over To You
When selecting an HRIS for a larger company, the key thing to remember is that the system needs to work for you.
While your organization's size, culture, and maturity play important roles, the primary goal should be to simplify your workflows - not add complexity.
This principle applies to any HR-Tech solution you adopt.
The product’s core offering and its time-to-value must be immediate.
With Bindbee, you get just that. Our Unified API connects your HR-Tech vendors with 50+ HRIS, ATS and Payroll Platforms in a matter minutes.
What does this means for you?
- No back-and-forth CSVs and file transfer via unsecure channels.
- No data silos, and no disruptions to your existing HR workflows.
- End-to-end transparency offering complete control over sensitive PII data.
Bindbee is designed to facilitate core-requirements of organizations like yours - speed, transparency, security.
Why wait?
