My Exclusive Take: 7 Best HCM Tools in 2025 to Consider

I used to think Fun Fridays were not my thing. Until I witnessed my HR teams in action and their earnest efforts to provide a supportive and positive environment for each employee.

Each HR executive goes out of their way to provide employee assistance, grievance redressal, or instant query resolution to foster a conducive work environment. Some of it is done by establishing in-person interactions, while other quantitative processes require human capital management (HCM) software to work. 

According to G2's state of software report, HR market is one of the fasted growing markets, with a 12% YoY growth in comparison to the previous year. According to Statista, the global HCM application market was valued at around 33.6 billion US dollars, and is expected to reach 37.9 billion dollars by 2025.

Curious to learn about ethical HR practices and strategies, I experimented with the 7 best HCM software to understand the HR team's key concerns and solve them.

My ultimate motto for evaluating HCM software was to identify key features and unique differentiators that can optimize overall HR strategy. Let's get into it!

7 best HCM software that I strongly recommend

I won't say I am an expert in evaluating HCM software, but I am an experienced employee who receives the offerings of HR teams. With a fair gap between what we expect as employees and what HR teams strive to give, I have always had an innate curiosity to understand the backend of HR management tools and analyze how HCM tools have to be implemented correctly.

From generating performance reviews to providing employee query resolution to managing income tax regulations and revising salary increments, HCM tools provide a unified suite for HR teams to manage accounting and finance operations, cater to employee growth, and oversee recruiting workflows.

By choosing an HCM tool, HR teams can overlook broader and niche HR categories, optimize workforce diversity, and provide end-to-end employee management services. To find out what necessary parameters to seek while investing dollars in HCM software, I evaluated G2 reviews for around seven of them on fronts like features, pricing, pros and cons, and real-time user reviews to put this list together. 

What makes an HCM software worth it: my two cents 

I personally feel that an HCM tool should benefit both the buyer and the consumer, i.e., stakeholders, clients, and employees who would work with the rolled-out software stack.

Just like my analysis, factoring in your individual workforce objectives and aiming for a tool that doesn't compromise employee motivation or productivity should be immediate concerns when shortlisting an HCM tool. As this is a broader software category that includes core HR, performance management, and accounting tools, it is important to categorize sub-HR functions and understand the ROI levers as you dive into the research.

While doing your own research, these are the parameters you should pay attention to in HCM software:

• Predictive workforce analytics: After digging into dashboards and tweaking some settings in an HCM, I realized how powerful predictive analytics can be. it helped me forecast attrition risks, identify high-potential employees, and optimize shift planning based on historical performance and engagement trends. Having this feature can really optimize long-term workforce planning and ROI tracking. 
• AI-driven performance management: I evaluated multiple performance review cycles and saw how AI-driven insights flagged biased review patterns, highlighted skill gaps, and offered nudges for timely feedback. It turned performance management from check-the-box process to real-time coaching tool. 
• Dynamic learning experience platforms (LXP): What stood out here was the ability to curate personalized learning paths using AI. These platforms analyzed each employee's role, skills, and performance to recommend courses and certifications without much manual intervention. This made scaling employee training across departments seamless and efficient. 
• Skills ontology and talent marketplace: I mapped employee skills against open internal opportunities to fill roles faster without hiring externally. This helped close skill gaps and drive internal mobility by matching people to gigs, not just titles. It also helped reduce talent acquisition costs by strategically tapping into internal resources and reducing job vacancies.
• Automated DEI analysis and reporting: I explored DEI dashboards that broke down workforce composition, hiring pipelines, pay equity, and promotion patterns by demographic groups. I shortlisted the tools offering automated audit trails and benchmark reports that helped ensure compliance while advocating meaningful, data-backed metrics to determine HR goals. 
• End-to-end recruitment marketing automation: I also configured a few campaign workflows to target specific candidate personas and saw how the system optimized ad spends, nurtured leads through email drips, and tracked conversations from job post to offer acceptance. This kind of automation reduced my reliance on third-party agencies and directly improved hiring ROI.
• Competency-based learning paths: I included this because general training programs were not driving measurable growth. With competency-based paths, I could align learning modules directly to job requirements and performance goals. It gave employees a clear roadmap to level up and gave me tangible proof of skill development and business impact. 
• Programmatic job advertising: I shortlisted solutions that provide this to bring more precision to our recruiting strategy. Instead of blanket job postings, this feature uses real-time bidding and audience targeting to place ads in front of the right candidates on the right platforms at the right time. It maximized our budget and brought in high-quality applicants faster.

After my evaluation, I learned that each HCM tool has various categories that cater to each branch of employee staffing and recruitment strategy. Out of several tools I worked with and researched, these top 7 tools stood out and checked all the boxes.

Here is the list of genuine reviews from the HCM software category page. To be included in this category, software must:

• Be present in three of the four categories: core HR, corporate LMS, performance management, or any recruiting software. 
• Offer a series of modules that can be purchased separately
• Include multiple modules that integrate to create a unified system for HR management.
• Provide functionalities across more than one HR software category destination.

*This data was pulled from G2 in 2025. Some reviews may have been edited for clarity.  

1. Rippling: Best for global HR operations and seamless integrations

Rippling is an all-in-one HR management tool that combines HR, payroll, compliance, IT, onboarding, and workforce analytics services. G2 users frequently mention that it helps HR teams manage and streamline employee operations while ensuring compliance across teams.

From what I’ve seen, users consistently praise the interface, noting that it is clean and intuitive. I’ve noticed that G2 reviewers often highlight how easy it is to navigate through features like onboarding, payroll, and benefits, even for those without advanced tech skills. The ease of use appears to be a major strength of the platform.

One feature that stands out is onboarding, which many users describe as fast and efficient. I’ve read multiple reviewers mention how the step-by-step guidance, coupled with training videos, significantly simplifies the process of setting up new hires. Users appreciate how seamless it is to manage documents, device assignments, and payroll enrollment all in one workflow.

I’ve seen some users express appreciation for payroll, which is frequently described as quick and smooth. Reviewers often highlight the real-time synchronization between payroll, taxes, benefits, and paid time off (PTO). It’s a time-saver for HR teams, as users can manage employee details, run reports, and adjust salaries all in one place.

Another standout feature is benefits administration, which many G2 users commend for being straightforward and easy to use. I've come across noticeable satisfaction with the ability to view open enrollment, compare plan options, and make selections without excessive back-and-forth communication.

I’ve noticed that G2 users particularly appreciate how Rippling integrates all features into one platform. The platform combines everything from document management to time-off tracking, making it convenient for users to manage their HR tasks without switching between tools. The integration with the mobile app also enhances the experience, allowing users to approve time off and check employee benefits on the go.

However, admin permissions and time tracking setup have been mentioned as areas that could be improved. G2 users have highlighted across many reviews that the learning curve associated with customizing features is steep. 

While support is generally not a major issue, some G2 users mention minor delays in customer service response times. Though this hasn’t been a widespread concern, some users have pointed it out as an area for improvement.

In conclusion, Rippling consolidates various HR functions into a single platform, and from what I’ve observed, it provides significant value for HR teams looking for an integrated solution. 

What I dislike about Rippling:

• While Rippling offers a great suite of features, new users can experience a learning curve. I came across many G2 reviews that highlighted a similar concern.
• Across many G2 reviews, I noted that Rippling offers limited customization options for its reporting tools.

What do G2 users dislike about Rippling:

"One thing that I dislike about ripping would be the mobile app. It can be a bit slow at times, and there are a few extra steps to correct a missed punch. A more responsive app with a smoother process for edits would be helpful."

- Rippling Review, Tania S.

2. Deel: Best for global contractor management and document handling

Deel is a comprehensive Human Capital Management (HCM) tool designed to handle payroll, tax, compliance, staffing, employee training, and performance analytics while prioritizing data privacy and security. Based on G2 reviews, many users note that Deel is particularly well-suited for managing global workforces, providing an all-in-one solution from onboarding to payroll and compliance.

From what I’ve seen, G2 users appreciate how intuitive and responsive Deel is. Multiple reviewers mention that setting up an account takes just minutes, and the user interface is clean and easy to navigate. The platform is designed to avoid overwhelming users with unnecessary features while still providing essential tools like automated contract generation, localized compliance rules, and a self-serve payment system.

A standout feature for many G2 reviewers is Deel’s multi-currency payroll. I’ve noticed that users frequently highlight the ease of paying contractors and employees in their local currencies, with support for over 150 countries. The ability to choose from various withdrawal methods, such as PayPal, Wise, or Revolut, is also commonly praised for being fast and reliable.

Another key benefit that Deel users often mention is Employer of Record (EOR) services, especially on higher-tier plans. I’ve come across several reviewers who value how Deel allows companies to hire employees legally in countries where they don’t have a business entity, such as the Philippines and Brazil. This feature, in particular, seems to save users both time and money by bypassing the need to set up a local branch.

I’ve seen some positive feedback about Deel’s customer service, with users appreciating the prompt and helpful support team. Reviewers often note that they don’t have to wait long to get assistance, and the support team is described as responsive, offering real solutions for payroll questions, contract adjustments, and even helping with visa relocations.

However, not all feedback has been positive.Some G2 reviewers mention experiencing occasional bugs and difficulties with logging in through Google. While these issues seem to be minor. 

In addition, some G2 users feel it lacks advanced customization options and better integration with tools like QuickBooks and BambooHR. A few reviewers have also pointed out that the tax guidance for contractors is not as robust as expected, especially when managing multiple contractors.

Finally, pricing has been mentioned as a potential drawback for startups or solo operators. Some G2 users find Deel’s pricing a bit steep, especially if they only look for basic functionality.

In conclusion, Deel stands out as a user-friendly and reliable HR platform for managing payroll, compliance, and employee data. 

What I dislike about Deel:

• I’ve noticed that while the platform offers strong functionality, some G2 users find the pricing high for smaller businesses.
• I’ve also come across feedback mentioning delays in support response times, which can be an issue when users need help promptly.

What do G2 users dislike about Deel:

"While Deel is highly efficient, the transaction fees for certain payment methods can be a bit high. Bank transfers occasionally take longer than expected, and expanding local currency support would improve accessibility. Additionally, a more detailed breakdown of transaction fees upfront would enhance transparency for users."

- Deel Review, Muhammad Mateen Ali H. 

3. UKG Ready: Best for process automation and employee self-service

UKG Ready is a cloud-based payroll and HCM solution that centralizes employee workflows, including leave management, time and attendance tracking, and payslip generation. Based on G2 reviews, many users highlight the platform’s user-friendly interface, which is intuitive and seamless for managing various HR tasks.

From what I’ve seen, users appreciate the integration of HR and workforce management processes under one platform. Several G2 reviewers mention how tasks, such as clocking in, requesting time off, and approving timesheets, have become much easier and faster. The platform seems particularly praised for its ability to streamline daily operations, making it an attractive solution for busy HR teams.

The mobile app is another feature that receives positive feedback. Many users express satisfaction with how it syncs in real time, allowing them to approve requests and access important information while away from their desks. I’ve read multiple reviews where users emphasize how convenient it is to stay connected and manage HR tasks on the go.

I’ve noticed that the dashboard is another frequently mentioned feature. Users appreciate the ability to view key details, such as pay dates and hours worked, right from the main screen. This small but useful feature helps users stay on top of payroll and time tracking with minimal effort.

In terms of functionality, G2 users frequently praise UKG Ready’s modular structure, which allows organizations to scale by adding advanced capabilities, such as talent acquisition, onboarding, and performance reviews. Reviewers who opt for premium modules highlight how these features help streamline operations for growing organizations or those handling multiple departments.

G2 user reviews mention occasional slowdowns or outages during peak usage, which can be disruptive for teams working on tight deadlines. Although support is generally helpful, some reviewers feel resolution times could be faster, particularly when urgent issues arise.

Another recurring theme in G2 feedback is around report customization. The pre-built reports are reliable, but creating custom reports is seen as less intuitive than expected, with some wishing for a drag-and-drop style builder to simplify the process.

Finally, onboarding workflows and time tracking could be more flexible. A few users note that forms and scheduling feel somewhat rigid, and that the clock-out process for breaks isn’t always intuitive for team members.

Overall, UKG Ready continues to be valued for its breadth of features, covering HR, payroll, compliance, and time tracking, even if certain areas of usability and speed could benefit from refinement.

What I dislike about UKG Ready:

• I’ve read that while Paylocity’s user interface is generally well-received, the process for implementing time off requires additional steps that may not be immediately intuitive. 
• Additionally, I’ve come across feedback mentioning that users frequently experience being logged out of the system, sometimes as often as once a week. 

What do G2 users dislike about UKG Ready

"The only negative I have experienced is that sometimes the connection to the mobile device doesn't always register. I signed in/out on the phone but later found it was not in the system."

- UKG Ready Review, Kathy H.

4. BambooHR: Best for PTO tracking and organizational management

BambooHR is an HRMS and HCM tool that manages employee onboarding, candidate screening, talent acquisition, and workplace policies on a unified platform. 

Based on almost 2,500+ reviews, Bamboo HR has received a customer satisfaction score of 80, signaling strong post-purchase sentiment. Over 89% of G2 users are likely to recommend it for candidate management, onboarding, ATS, and performance management.

What stood out is the highly intuitive nature of the platform, especially for small and mid-sized companies looking to centralize their HR operations.  The interface is consistently praised for being clean, modern, and extremely easy to use, allowing teams to get up and running quickly with minimal training.

One of BambooHR's top-rated features is its automated onboarding and offboarding system. G2 users highlight how it simplifies everything from document e-signatures to task checklists, creating a smooth, professional experience for new hires and departing employees alike. The time-off tracking (PTO) feature also receives strong feedback. It provides clear visibility for both managers and employees and is backed by customizable rules and approval flows.

In addition, reporting and dashboards get high marks for their flexibility and accessibility. Many HR teams on G2 rely on BambooHR’s reporting tools to generate headcount, turnover, and performance data without needing a technical background. And while the performance management module isn’t the most robust in the market, it’s appreciated for its seamless integration into the core HR system.

Based on G2 customer reviews, payroll is one area where BambooHR has room for improvement. Some users mention limitations in functionality, quirks in reporting, and a lack of flexibility with certain tax and deduction setups.

Another point raised in G2 feedback relates to pricing and feature availability. Advanced tools like detailed reporting, deeper integrations, or mobile admin access are often tied to higher-tier plans or add-ons, which has surprised some teams during implementation.

Even with these considerations, the overall G2 sentiment highlights BambooHR as a dependable and user-friendly HR solution, particularly valued for its onboarding efficiency, intuitive design, and centralized data management for growing teams.

What I dislike about BambooHR:

• Some users noted that the reporting tools can be a bit frustrating when they want to dig deeper or build custom reports. Although they cover the basics, but more flexibility would've helped.
• Some users noted that the pricing can be quite expensive for companies with very little funding and it would be advantageous if BambooHR offers more pricing options.

What do G2 users dislike about BambooHR:

"It would be great if there was the ability to reassign tasks after they've been assigned. For example, if a supervisor is changed part way through the onboarding process, we have to manually remind the new supervisor of their tasks since there isn't a way to reassign."

- BambooHR Review, Vicki B.

5. HiBob HRIS: Best for modern onboarding and salary structuring

HiBob HRIS is an HRMS tool that simplifies employee engagement and optimizes workforce productivity, leading to higher performance results, satisfaction, and collaboration within teams.

Based on almost 1600 G2 reviews, HiBob HRIS has received a satisfaction rating of 78 and a market presence score of 78. Further, over 89% of users say that they'll recommend HiBob HRIS to others for core HR and workforce planning.

One of the most praised features is the onboarding flow, which G2 users say feels thoughtful, professional, and easy to customize for different roles or regions. Additionally, Hibob’s performance management tools—including continuous feedback and check-ins—are favored by HR teams looking to foster more agile talent development.

G2 feedback also highlights the org chart and people analytics as standout features that give leaders better visibility into workforce structures and trends. And thanks to solid integrations with Slack, calendars, and third-party tools, many users find Hibob fits smoothly into their existing tech stack.

On the downside, a number of G2 reviewers report that the mobile app experience feels underdeveloped, especially for employees trying to access time-off requests or check-ins on the go. Others mention that managing task lists or workflows (especially during onboarding or reviews) can feel a bit clunky and unintuitive, requiring more manual follow-up than expected.

Despite these minor setbacks, G2 user feedback positions Hibob as a modern, flexible HRIS that’s well-suited for scaling teams that care about employee experience and operational clarity.

What I dislike about HiBob HRIS:

• Some users found out that the mobile app lacks a bit of functionality of the desktop version, which can be inconvenient to managers or employees on the go.
• It also can be limited for deeper insights, so if you want to go deeper, you might have to export data. Some tasks- like review system can be confusing.

What do G2 users dislike about HiBob HRIS:

"Releases beta-versions of features often have some bugs, which not come as a surprise, but in a live system with real HR data, that can be sometimes challenging. Certain filter options or front-end applications still require some improvements.

Feature releases are not announced on the exact day or time, when they will be live. That can cause extra work in setting things up in a new way."

- HiBob HRIS Review, Sascha W.

6. HROne: Best for payroll and expense management

HROne manages company HR workflows, payroll, employee operations, and human workforce planning to create greater workplace experiences.

Based on 1627+ G2 reviews, HROne has received a customer satisfaction rating of 93, one of the highest among tools in the HCM category. Over 95% of G2 users are likely to recommend it to others for absence management, core HR, leave tracking, and time and attendance. 

According to G2 user feedback, HROne has established itself as a comprehensive HRMS solution designed to simplify HR workflows for growing organizations. Reviewers consistently emphasize its ease of use and intuitive interface, which make it simple for both HR teams and employees to adopt without heavy training.

One of the most praised features is attendance and leave management, particularly when paired with biometric integration, which many users find accurate and reliable for workforce tracking. G2 insights also highlight HROne’s payroll processing as a strong point, reducing manual errors and ensuring timely salary disbursement.

Additionally, reviewers appreciate the performance management and appraisal tools, which help HR teams streamline employee evaluations. Finally, HROne earns positive sentiment for its automation and integration capabilities, which reduce repetitive tasks and connect HR functions with other business systems.

On the flip side, recurring G2 reviews point to the mobile app as an area needing improvement—users often mention slow performance or limited functionality compared to the desktop version. Another recurring drawback is with shift management and scheduling, where some reviewers feel the workflows could be smoother and less time-consuming.

Overall, G2 reviewers see HROne as a reliable, feature-rich HRMS that balances payroll, attendance, and performance tools effectively, while acknowledging that its mobile and scheduling capabilities could benefit from further refinement.

What I dislike about HROne:

• Users noted that the mobile application is limited to a fewer options only, and hangs most of the times while marking employee attendance.
• Some users also noted that it is a bit difficult to manage employee shifts, and the rotation doesn't work properly.

What do G2 users dislike about HROne:

"Even though HROne does a good job of covering a lot of HR-related topics, some of its modules, such as analytics and performance management, may seem a little more restricted or less user-friendly than more specialised tools. The user experience may also be impacted by sporadic lag or outages during periods of high traffic. Usability would be further enhanced by more frequent updates and thorough user manuals."

- HROne Review, Raghvinder S.

7. Paylocity: Best for compliance-ready payroll and system reliability

Paylocity is a comprehensive HR and talent management solution that combines onboarding, talent acquisition, payroll, benefits, and time tracking into one platform. Based on G2 reviews, many users appreciate how the system consolidates HR workflows, allowing them to handle all aspects of HR without switching between multiple tools.

I’ve noticed that users highlight the integration of different features, which makes it easy to manage everything from payroll to performance management in one place. Reviewers often mention how this integration simplifies their work and improves efficiency. The self-service portal also receives positive feedback, with employees able to update information, access pay stubs, and request time off without involving HR personnel, which saves a lot of time.

Another feature that gets frequent praise is mobile responsiveness. Many users express how convenient it is to approve requests and track updates on the go, especially for distributed teams. Additionally, the performance management module stands out, with goal tracking, feedback, and review cycles that drive engagement and foster a positive employee experience.

According to G2 user reviews, reporting and customization in Paylocity could be more intuitive. While the standard reports meet most needs, some reviewers note that tailoring them for specific business requirements can feel cumbersome without additional guidance.

Another common theme in G2 feedback relates to system speed and occasional glitches. A few users have experienced slow load times or minor technical hiccups, though many add that these issues are typically resolved with support assistance.

What I dislike about Paylocity:

• I’ve read multiple G2 reviews where users mention challenges with customer service, especially when it comes to problem-solving, with delays often stretching over weeks or even months.
• In my analysis, I’ve noticed that while implementation is generally smooth, several users, including myself, struggled with understanding how the system worked initially, leading to a more difficult transition.

What do G2 users dislike about Paylocity:

"I do not like that Paylocity can take days, if not weeks or months, to provide an answer to tax questions. Sometimes, we have had an issue with taxes or tax rates that Paylocity researches and then comes back with a generic answer that doesn't help us, and we feel like we have to start over again under a time constraint."

- Paylocity Review, Charvel W.

Best HCM Software: Frequently Asked Questions (FAQs)

What is the best HCM software for large companies?

Workday, SAP SuccessFactors, and Oracle HCM are leading choices for large enterprises. They provide global compliance, robust scalability, and integrations designed for complex HR and finance operations.

What is the best HCM software for manufacturing companies?

UKG, SAP SuccessFactors, and Oracle HCM Cloud are best suited for manufacturing. They deliver workforce scheduling, labor cost tracking, and compliance features tailored for shift-based operations.

What HCM does Accenture use?

Accenture uses SAP SuccessFactors to enhance HR and finance strategies. With machine learning and blockchain features, it supports innovation and scalability for global teams.

How does the HCM tool integrate with existing payroll and ERP systems?

HCM tools integrate via APIs, webhooks, or data connectors. Vendors like Rippling and HROne are particularly strong at syncing payroll and HR data with ERP systems through robust APIs.

What data security and compliance standards does the HCM solution support?

Top HCM solutions comply with GDPR, SOC 2, and ISO 27001 standards. Platforms like Paylocity and Rippling also provide role-based access and encryption for sensitive HR data.

How scalable is the HCM platform for a growing workforce and global expansion?

HCM platforms like Rippling and Deel are built for global scalability. They manage international payroll, local compliance, and HR operations as companies expand globally.

What is the best HCM software for small businesses?

BambooHR and HROne are highly recommended for small businesses. They provide intuitive PTO tracking, payroll, and expense management at a budget-friendly price point.

What are the top-rated human capital management systems for mid-sized companies?

UKG Ready and HiBob HRIS are popular with mid-sized companies. They offer modern onboarding, employee self-service, and customizable dashboards to manage growing teams.

What is the best-rated HCM software for managing office supplies?

Rippling stands out for managing HR alongside IT and office operations. Its deep integrations let businesses track assets and supplies while handling HR processes in one platform.

Which human capital management software has the best reviews?

According to G2 and other review platforms, Rippling, BambooHR, and Paylocity consistently earn strong ratings. Reviewers highlight ease of use, automation, and reliability as key strengths.

What are the recommended HCM systems for professional services?

Deel and HiBob HRIS are well-suited for professional services firms. Deel simplifies contractor management and documentation, while HiBob offers modern onboarding and salary structuring.

What is the best human resources management tool for tech firms?

Rippling is favored by tech firms for its integrations with SaaS tools and global HR capabilities. Dialed-in automation helps startups and scaleups manage hybrid and remote teams effectively.

What’s the leading HCM software for startups?

HiBob HRIS and Rippling are popular choices for startups. They support modern onboarding workflows, fast setup, and scalability as the business grows.

What HCM platform do successful companies use?

Successful enterprises frequently use platforms like Workday, SAP SuccessFactors, and Oracle HCM. These tools balance global compliance with advanced HR and finance automation.

What is the most popular HCM software solution for large enterprises?

Workday remains one of the most widely adopted HCM systems in the enterprise market. Its deep integrations and global compliance features make it a trusted choice.

What’s the best HCM software for my business needs?

The best choice depends on business size and focus. BambooHR or HROne work well for small businesses, UKG Ready and HiBob HRIS suit mid-sized firms, while Rippling and Deel support global growth. For enterprises, Workday, SAP, or Oracle HCM provide the most comprehensive functionality.

Better than a salary cash counter

While I was analyzing and reviewing the top HCM tools, I came to terms with the vast and diverse operations of the HR sector. From salary management to performance review to appraisals to legal and compliance, HR teams must wear multiple hats to mitigate the risk of sensitive employee data and legal breaches.

As an HR professional, it is imperative for you to understand the resource bandwidth, revenue, turnover, and budget parameters of your department and then align your goals and proposal with your research to invest in a compatible HR solution. At the same time, you should prioritize employee experience and growth to build a successful company. Once you have the deliverables in place, you can dive into meaningful research and compare organic efforts with this research report to get the best results.