What to Look for in an HRIS: Features, Tools, and Top Platforms

If your HR team is constantly switching between spreadsheets, software tools, and email chains just to stay on top of the basics, it’s probably time for a change. A single, connected human resource information system (HRIS) could save your team hours every week, and help make sure nothing (and no one) slips through the cracks.

But it’s hard to know which HRIS has the tools your team actually needs. Every platform promises the world. And with AI now showing up in everything from onboarding to performance reviews, it’s tough to tell what’s actually useful versus what’s just hype. 

In this guide, we’ll walk you through exactly what to look for in an HRIS, including core features like payroll and onboarding and bonus tools like AI-powered automation and integrations. We’ll also compare a few top platforms to help you find the best HRIS for your team.

13 Essential Features of HRIS Software

Let’s start with the basics. These features help your HR team stay on top of everything from admin tasks to employee data, without getting buried in manual work or switching between platforms.

1. Effective Implementation

Rolling out a new system shouldn’t throw your HR processes into chaos. If it slows people down or creates confusion during the rollout, it’ll be hard to get full adoption. A smooth start builds trust early and sets the tone for long-term success.

The right HRIS should be easy to set up. It needs to fit into your current workflows and feel intuitive for both admins and employees. 

It should also be easy to bring your data over from wherever it’s living right now. Ideally, look for a vendor who gives you a dedicated implementation manager to make sure you’re off to a smooth start. 

2. Centralized Employee Records

Scattered data leads to confusion and delays. It prevents you from understanding trends in your people data that would help you determine which programs to start, stop, or improve. 

A solid HRIS gives you one clear source of truth for all employee information, including job history, compensation, reporting structure, and contact info. 

Ideally, it should also connect to your talent management and performance management tools. That way, you have visibility across the entire employee lifecycle. This kind of visibility helps you respond faster to requests and makes it easier for managers to access the context they need to support their teams.

3. Simple, User-Friendly Onboarding

With 30% of employees quitting in their first 90 days, first impressions matter. When a new hire joins, you want the experience to be clear and helpful.

It also needs to be personal. Instead of welcoming employees with a generic onboarding page, it’s better to welcome them to a specific office or team.  

Good onboarding tools inside your HRIS walk employees through tasks like signing documents, setting up benefits, and reviewing policies. They allow you to set up customized welcome pages. And they also make your life easier by cutting down on the back and forth. 

For example, Pagefreezer replaced its old admin-heavy and manual systems with Lattice HRIS. The team created an employee onboarding process that is engaging and even “fun.” And in doing so, they also cut the time to set up a new employee in half.

4. Payroll That Runs Smoothly Every Time

Few things frustrate employees more than late or inaccurate pay. Your HRIS should make it simple to calculate salaries, taxes, and deductions. It also needs to sync automatically with attendance records and approved leave.

To really save time, look for an HRIS that allows you to send payments directly to employees’ bank accounts and generate end-of-year reports. Even if it doesn’t have this functionality, a reliable HRIS should connect seamlessly with your payroll system.

5. Easy PTO and Attendance Tracking

A good HRIS should let you track shifts, clocked hours, and time off, so employees can be confident they are getting the correct pay for their work. 

It’s far less time-consuming if employees can log their own hours and leave requests for HR and managers to approve or deny. 

Look for solutions that let you monitor attendance trends and improve workforce management. 

6. Benefits Integration 

From health insurance to retirement plans, keeping track of employee benefits is complex. Your HRIS should bring all those details together in a way that’s easy to update and share. That helps reduce errors and ensures employees get the full value of what they’re offered. 

7. Compliance With Regulations

The right HRIS will help you stay compliant with all the regulations that apply to your business, such as the Equal Pay Act (EPA), the Americans with Disabilities Act (ADA), or the EU’s General Data Protection Regulation (GDPR). 

Your HRIS should help flag potential risks early and protect sensitive data with secure storage and permission controls.

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8. Automations That Save Time and Busywork

HR professionals can spend a lot of time on repetitive and manual administration tasks, jumping between different platforms and data sources — leaving the door open to errors, overwork, and even burnout. An AI-powered HRIS can take over a lot of that, from sending nudges for overdue reviews to updating records when someone gets promoted.

For example, OpenWorks reduced its HR team’s manual work by 25% after implementing Lattice’s HRIS. 

9. Performance Management That Connects to Real Outcomes 

When employee performance data lives in a separate tool, it’s hard to get the full picture. A good HRIS brings that data into the broader employee profile, so managers can track progress, give timely feedback, and prepare for reviews — without pinging HR for every detail.

For instance, with Lattice’s integrated HRIS, OpenWorks was able to improve manager visibility into performance by at least 30%. Instead of chasing the HR team, managers could access performance data across the whole employee lifecycle.

10. Training and Development Tools to Support Employee Growth 

An HRIS isn’t just for tracking tasks. It should also help you build a more capable team. With the right data in hand, you can spot skill gaps and deliver targeted training when it matters most. 

Microlearning, check-ins, and career development plans all become easier to manage when the tools are built into your core HR system.

11. Tools to Drive Employee Engagement

If your HRIS includes surveys, feedback tools, or regular check-ins, you can get a better read on morale and identify small problems before they grow. 

Our client Sendle saw their manager feedback quality score skyrocket from under 40 to over 90 after using Lattice 1:1s and Feedback.

12. Analytics You Can Actually Use 

It’s one thing to collect data. It’s another to make sense of it. The right HRIS pulls all your people data into one place and gives you tools to analyze it in real time. That makes it easier to spot trends and supports better decision-making.

For example, Kaitlin Graves, VP of People at Pagefreezer, used to spend hours comparing files from different tools. With Lattice, Graves and her team can pull together, cross-reference, and analyze data within a single platform.

13. Reliable Customer Support

Even the best software solutions occasionally encounter issues. When that happens, you want help from a team that knows the product and actually picks up the phone. 

For Gerald Sexton, former VP of People and Culture at OpenWorks, that support function was the icing on the cake. He said, “What stood out to me about Lattice was the feeling of talking to real people who believed in their product, and really wanted to do the best for their customers. That was the biggest differentiator.” 

4 Bonus Features of the Ideal HRIS

So much for the bare necessities. If you want an HRIS that will go the extra mile, here are some added features and tools to look for. 

Applicant Tracking System (ATS)

An integrated ATS makes hiring feel less like a scramble. It helps you post jobs, review applications, and schedule interviews without jumping between platforms or losing track of where candidates are in the process. 

Everything stays organized in one place, so your team can move faster and create a better experience for applicants. Plus, when your HRIS and ATS work together, you spend less time on admin and more time finding the right people.

Employee Self-Service

No one wants to email HR just to check how many vacation days they have left. And HR could probably do with fewer requests, too. 

Cloud-based self-service tools let employees handle the basics on their own, including updating personal details, submitting time-off requests, or reviewing their benefits. It cuts down on busywork for HR and gives people more control over their own employee experience.

AI-Powered Features

AI can be genuinely useful in HR when it’s applied to the right problems. 

Some tools help employees get answers to questions regarding time off or career growth, among other topics. Others give managers helpful insights into team performance, or flag issues in payroll before they cause problems. 

Lattice’s AI Agent, for example, offers instant policy-based answers to questions about issues like PTO allowances and career paths. 

It also flags payroll anomalies ahead of time and gives managers performance insights and suggestions for employee development. 

Integrations With Other Tools

If your HRIS is to be a nerve center for all your HR data management and processes, it needs to be able to partner with your other software tools. 

An HRIS that offers easy integrations with all the tools your people are already comfortable with will ensure a smooth uptake without disruption. 

There are a lot of features to keep in mind when you’re shopping for a new HRIS. Use our HRIS evaluation template to simplify your selection process. This will keep you consistent, save you time, and avoid expensive mistakes. 

Top 8 HRISs for Growing Businesses

Now that you know what you’re looking for, you’re all set to assess the top HRIS software on the market and determine which is the best for your business.

1. Lattice

Of course we’re going to tell you that Lattice HRIS is the best in class, but we’ve got good reason to. Here's what you get with Lattice HRIS:

Centralized Employee Data

Collate all your employee data in a single platform with advanced field-level permissions. Plus, we offer real-time updates, so you can stay on top of changes and know your data is always accurate, audit-ready, and secure.

Report Builder

Unified HR reporting lets you visualize real-time, cross-platform data for analysis and fresh insights. The better you can use your data, the more you’ll be able to make informed decisions.

Onboarding

Fully customizable and compliant workflows walk new hires through welcome content, personalized templates, and key documentation. And soon, AI-powered task assignments and checklists will allow them to manage their own self-service onboarding progress. 

Workflows

With automated triggers, approvals, and real-time notifications, Lattice HRIS makes it easy to track and manage HR touchpoints such as promotions or manager changes. 

Payroll

Lattice syncs your HRIS data to your compensation processes. It calculates taxes and deductions, integrating accurate time tracking and approved leave, so every employee gets the pay they’ve earned on time and error-free.

Integrations

Lattice connects with a whole ecosystem of integration partners, including Slack, Teams, Outlook, Workday, and Jira. This lets you create a customized best-of-breed HR suite so your people can manage their communications, payroll, benefits, learning and development, and performance, all in one place.

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Pricing

Lattice’s Core HRIS costs $10 per seat per month. That includes the Employee Record, Report Builder, Onboarding, Time Off, and Workflows tools. You can add Payroll for $6 per seat per month and Time Tracker for $2 per seat per month. Find out more about Lattice’s simple module-based pricing for HRIS and the talent suite here. 

We don’t have a trial version, but you can request a demo, where our team will walk you through how Lattice’s features can address your organization’s needs.

2. Rippling

Rippling sits at the intersection of HR, IT, and finance for small businesses, and it really shines when it comes to automation and workflows. G2 reviewers describe Rippling as “highly adaptable” and “incredibly efficient,” and they appreciate “its ability to integrate with so many other tools we already use.”

That said, Rippling’s pricing structure can be opaque. “Any semi-complicated reports cost extra. Any automation/notifications cost extra,” said one people manager at a mid-market company.

Key Features 

• Modular platform that connects an ATS, full payroll and benefits management, time and attendance tracking, and learning management
• Automated onboarding, offboarding, and employee lifecycle updates 
• Easy-to-use no-code report builder

Pricing

According to software and service review site Business.com, pricing starts around $8 per user per month, plus a $40 monthly platform fee. Rippling provides demos.

3. BambooHR

BambooHR is a budget-friendly all-in-one HR platform aimed at small to midsize businesses (SMBs). It’s known for being easy to use, with built-in payroll and a relatively quick setup process. Their customer support also gets good marks. One reviewer mentioned limited customization and integration capabilities. 

Key Features 

• HR data and reporting tools 
• ATS and new hire onboarding 
• Employee satisfaction and employee Net Promoter Score (eNPS) tracking

Pricing

BambooHR has 3 plans — Core, Pro, and Elite — with different features available. Pricing starts at $10 per employee per month (PEPM) for core functionality. Check out their pricing page for quotes. 

4. Gusto

Gusto helps smaller businesses manage payroll, hiring, and employee benefits. In addition to onboarding and performance management tools, Gusto offers full-service payroll, health insurance, 401(k)s, expert HR, and team management tools. One user mentioned that “some features feel a bit rigid or limited.” 

 Key Features 

• Automated payroll management system
• Compensation tools with salary benchmarking
• Benefits administration and brokerage

Pricing

Gusto has 3 plans: Simple (starting at $49 per month, with a free trial available), Plus (starting at $80 per month), and Premium (starting at $180 per month) — plus $6-22 PEPM depending on the modules used.

5. Deel

Deel is a comprehensive HRIS designed for global and remote teams, with a standout feature: its built-in employer of record (EOR) system, enabling businesses to hire and pay international talent seamlessly. While it lacks native talent and performance management tools, it integrates smoothly with external HR solutions. 

G2 reviewers like Deel’s “incredible ease of use,” but some mention issues with customer support. One reviewer said, “There are moments when urgent concerns take longer than expected to be addressed.”

Key Features 

• Built-in EOR system to support global hiring
• International payroll 
• Digital employee files and document management
• Intelligent onboarding and offboarding
• Workflow automation
• Compensation insights

Pricing

Deel HRIS starts at $5 PEPM, and the company offers a free 30-minute demo. 

6. Paylocity

Paylocity’s self-service HRIS and native payroll platform give employees secure access to paystubs and tax forms, and allow them to request time off, update their records, and collaborate with their colleagues. 

Paylocity users like its strong insurance and broker partnerships and integrations with benefits carriers. However, some complain that Payroll has a steep learning curve. “The main drawback of Paylocity is its complexity,” remarked one G2 reviewer. 

Key Features 

• Integration with insurance brokers and benefits partners 
• Comprehensive global payroll management
• Employee self-service portal

Pricing

Paylocity doesn’t offer pricing details publicly, but you can request a free demo to learn more.

7. Paychex

Paychex offers a unified platform for HR and payroll for SMBs. Users like its ease of use: “I like that my documents are easily accessible on their site. The site is very clear and plain to navigate as well,” commented one reviewer. However, some reviewers mention issues with payroll. “They failed to pay my withholding taxes for Q1 2022,” one reviewer wrote. 

Key Features

• Professional employer organization (PEO) and HR outsourcing
• Mobile app
• Employee self-service portal 

Pricing 

Paychex doesn’t offer pricing details publicly, but you can request info via their site.

8. Paycor

Paycor is a Paychex company, offering a flexible human capital management (HCM) platform. G2 reviewers like its “intuitive and efficient” interface, but some mention that their customer support is “not great” or even “non-existent.” 

Key Features

• Flexible pay options 
• Real-time calculations 
• Earned wage access 
• Tax compliance alerts 

Pricing

Paycor doesn’t offer pricing details publicly, but you can request info via their site.

If you haven't yet made up your mind, we’ve also put together an HR software checklist to help you ensure you cover all the bases when shopping for your HRIS solution.

Grow efficiently with Lattice HRIS.

Putting the work in now to select the right all-in-one HR management platform will pay off big time when your employees are able to self-serve all their routine HR needs, and your HR department has the tools to manage the rest with ease.

Lattice HRIS gives your people the tools to streamline onboarding, payroll, performance, compliance, and engagement — all supported by automation and real-time analytics. 

To discover how Lattice can make all the difference to your people processes, request a demo.‍

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