HR Software Pricing Guide for Businesses

You can’t get by on spreadsheets and manual processes forever. Payroll errors creep in, time-off requests slip through, performance reviews lack consistency, and compliance risks increase.

That’s why many businesses turn to HR software solutions, such as an HRIS, HRMS, or HCM platform. These systems centralize employee data, automate repetitive HR tasks, and streamline workflows.

But at what cost? Pricing depends on several factors, like the number of employees, deployment type (cloud-based SaaS vs. on-premise), and which features or modules you need — from core HR to advanced options, such as learning management or compensation management.

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Common Pricing Models

Most HR software providers fall into one of two main categories:

• Subscription-based SaaS: This is the most common model. Companies pay a recurring fee, typically per employee, per month (PEPM). This model is flexible, scalable, and often includes regular updates and cloud-based access.
  
• On-premise license: This is less common today but still offered. Businesses pay a large, upfront fee for a one-time license and then pay separately for upgrades and maintenance. This approach gives more control but can be costly and harder to scale.

Some vendors also use hybrid approaches, combining base subscription pricing with charges for modules, add-ons, or advanced features.

Key Factors That Influence Cost

• Number of employees (or users): Most subscription plans scale with headcount. In some cases, small businesses with 25 employees may pay a flat monthly minimum, while mid-sized companies and enterprises are charged by the number of users.
  
• Modules and features: Costs rise as you add functionality. Core HR systems usually cover essentials like employee information, time tracking, and payroll processing. More advanced features, like performance management or engagement surveys, may come as paid add-ons.
  
• Automation and integrations: Tools that streamline workflows and connect with other business systems (payroll software, applicant tracking systems, job posting platforms, scheduling tools) may increase upfront costs but often deliver savings through efficiency.
  
• Customer support and training: Some providers include customer support in the subscription price, while others charge extra for premium support, training, or implementation services.
  
• Deployment and data migration: Cloud-based solutions generally have lower setup costs. On-premise systems often require a higher upfront investment in infrastructure and migration. Data migration services, including moving employee data and HR records from spreadsheets or legacy systems, can also add to the bill.

While price matters, it’s equally important to weigh value. Software that reduces manual HR tasks, minimizes compliance risk, and improves the employee experience often pays for itself over time. A cost-effective option for one business may not be the right fit for another, depending on specific needs and growth plans. To calculate the ROI of Lattice, use our free estimator.

HR Software Prices Compared and Explained

Once you understand HR software pricing, the next step is comparing vendors. Prices vary depending on features, modules, and employee count, but most fall into three broad tiers: entry-level, mid-market, and enterprise. Note that some vendors aren’t transparent about their pricing and require you to call for more information. If you’re curious about Lattice, visit our pricing page any time. 

Comparing at a Glance

When evaluating HR software solutions, look beyond the sticker price. Consider:

• Which modules are included vs. treated as add-ons
• Customer support quality and potential additional costs
• Scalability for the number of employees you expect to hire
• Ease of integration with payroll software, ATS, and other business tools

The most cost-effective choice is the one that fits your HR needs today while scaling with you tomorrow.  Below is an overview of some of the most popular options.

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Entry-Level Options (Startups, Small Businesses)

These platforms are cost-effective for companies with fewer than 100 employees. They focus on core HR functions like payroll, time-off management, and onboarding.

• Gusto: This tool is popular with small businesses for its payroll-first approach. Pricing depends on the tier selected. The Basic plan is $49 and the Plus plan is $80 per month, respectively. Additionally, a PEPM fee ranging from $6-$22 may apply.
  
• BambooHR: BambooHR offers a simple HRIS with employee self-service, performance management, and applicant tracking. Pricing generally starts around $10 PEPM, though advanced features are add-ons. BambooHR does not detail pricing on its website.
• 15Five: This software is a performance and engagement platform geared toward smaller teams that want continuous feedback and lightweight performance reviews. Pricing ranges from about $4-$16 PEPM. It’s not a full HR suite, but it’s cost-effective for companies looking for basic culture and performance features.

These solutions are adequate for startups that need affordable automation of HR tasks without overwhelming complexity.

Mid-Market Options (Growing, Mid-Sized Businesses)

These solutions balance pricing with advanced functionality. They’re an option to consider for companies scaling past 100 employees who need more automation, integrations, and workforce management features.

• Rippling: This platform is highly modular with HRIS, payroll, IT, and finance integrations. Rippling pricing starts with a monthly $40 base fee, plus at least $8 PEPM. Costs scale quickly with add-ons like time tracking, performance management, global payroll, and other modules.
  
• HiBob: “Bob” is an all-in-one HR, payroll, and finance platform built for mid-sized businesses. HiBob does not publish pricing on its site, but user reviews place it within the $16-$25 PEPM range. It’s an increasingly popular choice for businesses based outside of the US.
  
• Paycor: Paycor focuses on payroll, talent management, time tracking, and performance management software. Its costs typically range from $5-$14 PEPM, plus a base fee ranging from $99 to $199 per month.
• Culture Amp: Culture Amp is an engagement and performance platform and is priced around $5-$12 PEPM. It’s strong in analytics and employee experience but does not provide full HRIS or payroll functionality. They do not offer specific pricing details on their site.
• Leapsome: This tool combines performance reviews, goals/OKRs, learning, and engagement surveys. Pricing is usually reported in the $8-$12 PEPM range. It’s best for growth-stage companies that want to connect performance management with learning and development. They do not share pricing details on their site.
  

The above are all respectable options for mid-sized businesses that want scalable, cloud-based platforms with flexible modules and automation.

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Enterprise Options (Large, Complex Businesses)

These vendors provide comprehensive HRMS or HCM suites with global payroll, learning management systems, and deep analytics. Pricing is often quote-based and tailored to large employee counts.

• ADP Workforce Now: ADP is a longstanding provider for payroll processing, benefits administration, and HR administration. A subscription can cost $19-26 PEPM, depending on size and scope. ADP also charges one-time implementation fees of 10-20% of your annual bill. Because ADP doesn’t disclose pricing on its site, shoppers should contact them for the latest.
  
• UKG: The vendor’s strengths lie in workforce management and scheduling. Their pricing is custom, but vendor review sites place their rates between $20-$37 PEPM.
  
• Personio: Personio is a popular option in Europe, combining HRIS, payroll, and applicant tracking system features. Review sites place the tool’s pricing at around $10-$14 PEPM, but this could be more depending on your headcount and whether you add extra features.

These tools are viable options for enterprises needing end-to-end HR functions with advanced features like compensation management, learning management, and global workforce support.

High-Impact HR Software Features

Not all HR software is created equal. While most platforms cover the basics, the real value comes from features that help HR teams move beyond administration and toward strategic impact. When evaluating options, look for features that not only solve today’s problems but also support long-term growth.

Core HR and Employee Data Management

At its foundation, HR software should serve as a reliable system of record for employee information. Core HR modules help HR teams centralize data like job titles, compensation, performance history, and time-off balances. Having accurate, accessible employee data reduces errors and ensures compliance. You can read about Lattice’s employee record software here.

Automation of HR Tasks and Workflows

Automating repetitive HR processes saves time and reduces mistakes. Look for tools that streamline workflows such as onboarding new hires, processing payroll, approving time-off requests, and tracking timesheets. Automation frees HR teams to focus on more strategic work, like employee engagement and talent development. You can learn about Lattice’s workflows here.

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Performance Management and Engagement

Modern HR platforms include performance management software that supports regular check-ins, goal tracking, one-on-one templates, and performance reviews. Paired with engagement surveys and real-time feedback tools, these features give managers and HR leaders insight into employee morale and productivity. Lattice offers robust performance and engagement features.

Talent Management and Employee Self-Service

Features like applicant tracking systems, job posting, and onboarding modules help companies attract and retain talent. Employee self-service portals allow workers to update personal information, request time off, and access pay stubs — improving the employee experience while reducing HR’s administrative load.

Benefits Administration and Payroll Processing

Managing benefits can be complex, especially as companies grow. Integrated benefits administration ensures employees have clear access to health plans, retirement options, and other perks. Payroll processing integrations reduce errors, ensure tax compliance, and cut down on manual reconciliation.

Advanced Features for Growing Businesses

For companies with more complex HR needs, advanced features add even more value:

• Learning management systems (LMS) for training and development
• Compensation management for merit cycles and equity planning
• Workforce management for scheduling and labor forecasting
• Analytics and reporting for real-time insights and strategic decision-making

Why These Features Matter

High-impact HR software features do more than check boxes — they directly affect retention, compliance, and organizational culture. A platform that combines core HR with advanced features can transform HR from a reactive function into a driver of growth and performance.

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HR software pricing varies widely depending on features, modules, and company size. Making matters trickier, vendors are often cagey about what their software and services actually cost until you contact them.

That’s where Lattice stands apart. With transparent, modular pricing, Lattice gives you the flexibility to choose exactly what you need today. Whether you’re a small business just getting started or an enterprise aligning thousands of employees to shared goals, Lattice provides the tools to centralize employee data, automate tasks, and drive performance management — all in one modern, AI-powered platform. 

Ready to see how Lattice streamlines your HR functions and empowers your employees? Check out our pricing page and book a demo today.

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