9 best HRIS systems for large companies in 2025

When you’re managing HR across different locations and time zones, the right HRIS system makes all the difference. You need a platform that grows with you, keeps your teams connected, and makes everyone’s job easier—from your HR team to the people you support.

We reviewed the leading HRIS systems for large companies to find which platforms are best at handling enterprise-level people operations. HiBob stands out because it combines the flexibility you need for running multiple offices with an interface your people will love. We’ll show you what each platform does well and where they fall short for growing organizations.

Quick guide: 9 best HRIS systems for large companies

1. HiBob: The best overall platform for scaling global companies
2. Personio: Option for European companies that need GDPR compliance
3. ADP: Built-in payroll for companies with strict compliance needs
4. Namely: Social tools for companies that want peer recognition features
5. Workday: Scalable option for Fortune 500 companies
6. Breathe: Budget-friendly choice for UK-based teams
7. UKG: Scheduling-focused for healthcare and retail operations
8. SAP SuccessFactors: Talent management for companies with 2,000+ people
9. Rippling: All-in-one option for teams that want HR, IT, and finance combined

How we chose the best HRIS systems for large companies

Big organizations face challenges that smaller companies almost never encounter. You’ll need flexible HR software that can handle non-traditional reporting structures, different countries’ regulations, or multiple brands under the same HR umbrella. We looked at what you really need from your HRIS software when you’re managing HR in a large company:

• Multi-site capabilities: Can it handle different policies, holidays, and rules for each location?
• Organizational flexibility: Does it work with matrix structures and other non-traditional setups?
• Global workforce management: How well does it handle multiple currencies and languages?
• Scalability architecture: Will it grow smoothly from 500 people to 5,000 or more?
• Integration capabilities: Does it connect to your existing systems properly?
• Implementation: How long does implementation take, and what help do you get with enterprise-level rollouts?
• Performance at scale: Does it keep working quickly even with thousands of users?

The 9 best HRIS systems for large companies

1. HiBob: Best overall HRIS for scaling global companies

HiBob’s global HR features make it easy to manage multiple locations. You can set different workflows, time-off policies, and holiday calendars for each office, with support for multiple currencies and local compliance built right into the system.

All of the people information connects automatically, and you can manage everything from a single dashboard. Your performance reviews flow directly into compensation planning, and you can run 360-degree reviews, track OKRs, and manage compensation cycles. You’ll get real-time insights across your workforce so you can make more informed decisions.

HiBob’s integration marketplace offers over 100 connections to the tools you’re already using—your payroll provider, ATS, and learning platforms work together without manual data transfers. On top of that, your teams will love the Instagram-like interface. Checking goals and giving feedback feel as natural as scrolling through their feeds.

HiBob’s key features

• Multi-site support with custom workflows and policies for each of your locations
• Global workforce tools support multiple currencies and languages for your multi-national teams
• Performance management with 360-degree reviews and OKR goal tracking
• People Analytics gives you real-time insights through custom dashboards
• Integration marketplace with 100+ connections for tools you’re already using
• Workforce planning tools for your hiring and org design decisions

HiBob pros and cons

Pros:

• “HiBob is an excellent platform for organisations of all sizes” – verified review
• “It cut payroll down from three days to one hour” – verified review
• “HiBob helped us to streamline our performance review cycle” – verified review
• “Its reporting is great…beneficial for strategic planning” – verified review
• “Customer support has been fantastic and quick” – verified review
• “Extremely intuitive and easy to use, which is ideal if you are a lean team” – verified review

Cons:

• “We would love to have calculation fields in compensation planning” – verified review
• “I can no longer easily see all the ‘essentials’ in one long list” – verified review

(Pros and cons are compiled from reviews found on G2.)

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2. Personio: Choice for European companies needing GDPR compliance

Personio Core and Core Pro plans can handle teams of up to 5,000 people. Designed for growing European companies, it has built-in GDPR compliance and strong security for its document storage to meet European data regulations.

You’ll get access to 200+ integrations to connect your existing tools. If you run into any issues, the dedicated customer support means you won’t be stuck waiting around when you need answers.

Personio is strongly focused on meeting the needs of its European clients—if you’re growing quickly and need to operate beyond Europe—you might want to double-check that it can handle what you need.

Personio key features

• All-in-one platform that grows from 10 to 5,000 people
• 200+ integration options
• Built-in European compliance and GDPR features

(This article includes platform features that reflect the information available on the Personio website as of the publication date.)

Personio pros and cons

Pros:

• “The best aspect of Personio is its ease of use and implementation” – verified review
• “The platform is easy to navigate with a great user experience” – verified review
• “It’s incredibly user-friendly, making it accessible even for those with limited IT skills” – verified review

Cons:

• “Its pricing can be a bit steep for smaller businesses or startups” – verified review
• “At renewal they decided to sneak in a new model where they changed the contract to commit us to many more seats than we ever needed” – verified review
• “The mobile app could benefit from additional functionality to match the desktop version” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Personio — See which fits your business best>>

3. ADP: Reliable payroll for companies with strict compliance needs

ADP Workforce Now adapts to what your business needs—whether that’s establishing different rules for each country you have offices in, supporting different types of worker contracts, or meeting strict compliance requirements. Its enterprise focus will help you grow from 50 to over 1,000 people without needing to change systems.

Everything from HR to benefits to talent management lives in one place and updates automatically. You’ll also get AI-powered payroll with anomaly detection to catch mistakes before they happen.

ADP has been around for a while, so the interface might feel less modern than cloud-native alternatives. You’ll also want to factor in that it’s designed primarily for US operations, which might mean adding extra products if you’re running global teams.

ADP key features

• System that adapts to your business rules, worker types, and compliance needs
• AI-powered payroll with ongoing calculations and error spotting
• Platform supports companies from 50 to 1,000+ people

(This article includes platform features that reflect the information available on the ADP website as of the publication date.)

ADP pros and cons

Pros:

• “WorkforceNow can fit practically any business and payroll model, from small businesses to enterprise-level companies” – verified review
• “The custom reports ‘Field Grabber’ is extremely useful and allows me to run any report I need” – verified review
• “We enjoy having many different features/systems/modules integrated into one platform” – verified review

Cons:

• “The system is not intuitive and requires navigating multiple disconnected areas to complete even basic tasks” – verified review
• “It’s difficult to create customized reports, and it’s easy to make manual errors that the system won’t catch” – verified review
• “There are too many customer service reps who are unqualified and not knowledgeable about the service we need help with” – verified review

(Pros and cons are compiled from reviews found on G2.)

4. Namely: Social tools for companies wanting peer recognition features

Namely’s mobile-first platform is designed for companies with up to 1,000 team members who want to bring social media energy to their HR operations. The clean, app-style interface helps engage people, boosting your adoption rates.

You can connect Namely to other tools via an API and partner network, making integration straightforward. You’ll also be able to run your performance reviews through a customized module, so they’ll feel more like real conversations than expected annual check-ins.

That said, you might find Namely is missing some features you’d want in a complete HR suite, like recruiting tools and pulse surveys. If you’re planning significant growth, you might want to consider platforms that can also help you with recruitment.

Namely key features

• Mobile-first design with social newsfeed built in
• Pod-based support gives you dedicated help
• Open API and partner network for better integrations 

(This article includes platform features that reflect the information available on the Namely website as of the publication date.)

Namely pros and cons

Pros:

• “This platform is user friendly for non-HR staff, and helpful throughout the payroll process” – verified review
• “The platform is easy to navigate, which is a time saver when bringing on new staff” – verified review
• “From payroll and benefits to performance management and reporting, Namely streamlines all of our HR processes” – verified review

Cons:

• “It lacks flexibility to create our own forms, particularly for performance management. The reporting option is too limited” – verified review
• “Reporting is difficult. Most times I have to run a report in HRIS and in Payroll to get what I want” – verified review
• “The payroll side does NOT flow well” – verified review

(Pros and cons are compiled from reviews found on G2.)

5. Workday: Scalable option for Fortune 500 companies

Workday can handle whatever your large organization throws at it—HR, finance, and planning are all connected in one system. You’ll get real-time insights across your entire organization because everything connects instead of living in separate silos. 

When you need to restructure for acquisitions or other big changes, you can model Workday out and preview it first, and then execute everything at once. You get drag-and-drop tools for restructuring, and Workday can handle multiple reporting hierarchies easily.

Just be ready for a serious commitment—implementation often takes 12-18 months and needs specialized expertise. It may not be a great fit if you’re looking for something that’s quick to get started with.

Workday key features

• Single platform pulls HR, finance, and planning together with one set of data
• Drag-and-drop tools for reorganizing your company structure quickly
• Handles complicated reporting setups including supervisory, matrix, and custom organization types

(This article includes platform features that reflect the information available on the Workday website as of the publication date.)

Workday pros and cons

Pros:

• “Workday centralizes HR, payroll, and time tracking into one platform, reducing manual work and improving data accuracy” – verified review
• “We love that we have multiple functions within one system” – verified review
• “It’s great for mid- to large-size companies” – verified review

Cons:

• “One potential drawback of Workday HCM can be the complexity of implementation and configuration, which may require significant time and resources” – verified review
• “Not the fastest or nicest looking platform” – verified review
• “Workday is a complex tool, and I went through a steep learning curve to navigate the platform” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Workday — See which fits your business best>>

6. Breathe: Budget-friendly option for UK teams

Breathe can save you about 16 hours a month with self-service features, so it can be a good choice for UK businesses trying to cut down on admin. The platform automates routine tasks, which frees up your time for more strategic work.

You won’t have to worry about complying with British employment law—Breathe is designed around UK requirements. That said, it may not help you if you plan on expanding beyond the UK. 

The pricing is also straightforward. You’ll pay a per-business fee for up to 250 people rather than per-employee costs, avoiding any hidden charges.

Breathe key features

• UK GDPR compliant system with ISO27001 security certification
• Self-service features that cut HR admin time
• Basic performance tracking with kudos recognition

(This article includes platform features that reflect the information available on the Breathe website as of the publication date.)

Breathe pros and cons

Pros:

• “Having everything in one place is brilliant” – verified review
• “The whole platform is intuitive and doesn’t require reading a thick manual” – verified review
• “The time saved using Breathe is noticeable” – verified review

Cons:

• “There are occasional limitations with customisation, especially around reporting and integrating with other systems” – verified review
• “I do find the layout a little tricky to navigate sometimes” – verified review
• “The onboarding and recruitment process for new staff could be better. Although the system does provide this, it is very limited in its capabilities” – verified review

(Pros and cons are compiled from reviews found on G2.)

7. UKG: Scheduling-focused for healthcare and retail operations

UKG can help you manage the unique challenges that come with managing shift workers and changing schedules. You’ll get AI-powered scheduling to help you reduce overtime costs, and real-time tracking so you always know who’s where.

You get special features like credential tracking for regulated industries—helpful if you’re in healthcare, retail, manufacturing, or government. The system connects well with whatever enterprise tools you’re already using, so you won’t have to start from scratch.

UKG key features

• Tools built specifically for healthcare, retail, and manufacturing needs
• AI-powered scheduling with real-time activity tracking
• Position control and credential scheduling for regulated industries

(This article includes platform features that reflect the information available on the UKG website as of the publication date.)

UKG pros and cons

Pros:

• “UKG Pro does exactly what we need it to do” – verified review
• “One of the best things about UKG Pro is its configurability and reporting and analytics capabilities” – verified review
• “We really like that it has worked well for us as an ‘all in one’ solution” – verified review

Cons:

• “The implementation team was more worried about ‘checking boxes’ than actually completing the tasks” – verified review
• “Their customer service is very slow and it takes days to get issues resolved.” – verified review
• “Learning and training are a bit more difficult to navigate” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. UKG — See which fits your business best>>

8. SAP SuccessFactors: Talent management for companies with 2,000+ people

SAP SuccessFactors can handle just about any organizational setup, including multiple companies, divisions, and custom hierarchies. You’ll get detailed control over how your organization is set up and visual tools that make it easy to reorganize when you have to.

You can set team OKRs for goal tracking, and link these team goals to individual performance. This makes it easy to see how your people are performing.

SuccessFactors plays best with other SAP tools and can sometimes be tricky to integrate with other finance or talent software—something to keep in mind if you’re happy with your current systems.

SAP SuccessFactors key features

• Flexible structure supporting custom organization types through Generic Objects
• Team management with OKRs that work outside traditional hierarchies
• Advanced recruiting with CRM features in 46 languages

(This article includes platform features that reflect the information available on the SAP SuccessFactors website as of the publication date.)

SAP SuccessFactors pros and cons

Pros:

• “Great functionality and flexible enough to use for a lot of diverse requirements” – verified review
• “It is stable and integrated and pretty much does everything needed for full talent management” – verified review
• “An end-to-end system to handle recruitment, onboarding through to employee management” – verified review

Cons:

• “Maintenance cost is high and integration is complex” – verified review
• “Some parts of the interface feel a bit outdated and not very intuitive” – verified review
• “Standard reporting tools can be less flexible than other HCM systems, often requiring IT support for custom reports” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. SAP SuccessFactors — See which fits your business best>>

9. Rippling: All-in-one for teams wanting to consolidate HR, IT, and finance

Rippling automatically updates between HR, finance, and IT so you won’t need to juggle different apps. On top of that, you’ll get the Unity Connector which keeps more than 500 apps in sync, saving you from manual data entry and worrying about mismatched information. 

You can set up custom workflows that trigger across departments—onboard someone to Marketing and IT will know to order a laptop and set up an email address.

Rippling’s combined approach could be helpful for managing your global team’s payroll and staying on top of compliance. It may not be the best fit for large enterprises, as it’s designed for businesses up to about 2,000 people.

Rippling key features

• One platform combining HR, IT, and Finance with a single source of truth
• Custom workflows with detailed triggers for automating cross-team processes
• Global workforce tools including international payroll and compliance

(This article includes platform features that reflect the information available on the Rippling website as of the publication date.)

Rippling pros and cons

Pros:

• “Rippling integrates with a ridiculous amount of other applications” – verified review
• “It is user-friendly for all our employees and supports our growing business” – verified review
• “Almost everything is automated” – verified review

Cons:

• “The platform is cluttered and disjointed. I either experience multiple notification about features and issues irrelevant to my organization or having to dig through confusing sub menus and help articles to find a clear answer to a question” – verified review
• “Many of the issues we’ve experienced have been caused by a poor sales experience that promised functionality that either doesn’t exactly exist as presented, or only exists in higher tiers” – verified review
• “While support has improved, there’s still room for better follow-through on commitments” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Rippling — See which fits your business best>>

Comparison summary: The best HRIS systems for large companies

1. HiBob

• Ideal company size: 50-5,000+
• Multi-site support: ✓ Custom by location
• Global capabilities: Multi-national support
• Scalability: Scales to thousands

2. Personio

• Ideal company size: 10-2,000
• Multi-site support: ✓ European focus
• Global capabilities: 70+ countries
• Scalability: 7% large company users

3. ADP

• Ideal company size: 50-1,000+
• Multi-site support: ✓ Configurable
• Global capabilities: 140+ countries
• Scalability: Limited custom workflows

4. Namely

• Ideal company size: 50-350
• Multi-site support: ✓ Through partners
• Global capabilities: US-focused
• Scalability: Limited growth potential

5. Workday

• Ideal company size: 500+
• Multi-site support: ✓ Complicated setups
• Global capabilities: Own payroll in 5, partners in 100+
• Scalability: Built for big companies

6. Breathe

• Ideal company size: Up to 250
• Multi-site support: Limited
• Global capabilities: UK and Australia
• Scalability: Hard stop at 250

7. UKG

• Ideal company size: 350-10,000
• Multi-site support: ✓ Industry-specific
• Global capabilities: Global presence
• Scalability: Mid-to-large focused

8. SAP SuccessFactors

• Ideal company size: 1,000+
• Multi-site support: ✓ Flexible setup
• Global capabilities: 200+ countries
• Scalability: Enterprise-focused

9. Rippling

• Ideal company size: 2-2,000+
• Multi-site support: ✓ One platform
• Global capabilities: Global payroll
• Scalability: Limited big company adoption

What features matter most for enterprise HRIS systems?

Running HR for thousands of people means you need features that can scale. You want tools that handle complexity while keeping things manageable for your team:

• Role-based permissions that work at scale: You’ll want to control who sees what across thousands of users. For example, your payroll team doesn’t need access to performance reviews, and managers in Tokyo shouldn’t see London’s salary data.
• Bulk data management tools: These tools let you update hundreds of records at once instead of clicking through them one by one. They can be essential when you’re doing company-wide compensation adjustments or restructuring.
• Support for non-standard organizational structures: Many companies have matrix reporting, project teams, and dotted lines everywhere. Your HRIS should be able to handle this without workarounds.
• Ready-made integrations plus open APIs: You’re probably using at least 20 other tools already. Look for platforms with pre-built connections to your existing stack, plus APIs for custom integrations when you need them.
• True multi-country capabilities: It’s not just about language translation—you need different policies by location, local compliance tracking, and reliable multi-currency support.

The right enterprise HRIS makes complex things simple. HiBob brings all these features together in a user-friendly platform, handling matrix organizations, global teams, and complex workflows naturally. 

How do HRIS platforms support non-traditional organizational structures in large companies?

Modern companies rarely fit into simple top-down org charts. The best HRIS systems can handle unique team structures, such as matrix structures where people report to multiple managers or work on cross-department projects. They offer tools to help you visualize all levels of your organization instead of pushing you into rigid templates—for example, HiBob has a flexible org chart design that lets you map how your company works.

Flexible org modeling is essential if you’re handling mergers, acquisitions, or restructures.  Drag-and-drop tools let you test different scenarios and plan changes before making them live. You can update hundreds of reporting relationships at once without disrupting daily operations.

Your HRIS should handle all your different worker types in one system, including full-timers, contractors, shift workers, and everyone in between. HiBob’s lifecycle tools adapt to different employment types while keeping your reporting and analytics consistent across the board.

Why HiBob is the best HRIS system for large companies

HiBob tops our list as the best HRIS for large companies because you get enterprise-level capabilities with simple, six- to eight-week implementation. Once it’s set up, your HR team can manage the platform independently—no need for specialist consultants. As you grow from hundreds to thousands of people, the platform scales with you with no messy migrations or system swaps.

HiBob is built for distributed, dynamic organizations, so you get modern tools designed for how companies work today. Advanced reporting and analytics give you real-time insights you can understand and act on.

What makes HiBob so effective? All the pieces work together in one integrated, modern platform. Your performance data feeds directly into compensation planning and succession planning, and workforce analytics pull from all your modules. You get a complete view over your organization because all of your HR processes connect.

Get started with HiBob’s enterprise HRIS platform →

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

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FAQs about HRIS systems for large companies

What is HRIS in large organizations?

When you’re running a large organization, your HRIS becomes how you manage all people operations across departments, locations, and countries. Beyond basic HR tasks, enterprise HRIS platforms can handle complicated reporting structures and different compliance requirements—all at top speeds. The best HRIS systems for large organizations give you real-time analytics and integrate with the tools you’re already using.

What HRIS features become critical when a company has more than 1,000 people?

When your company has more than 1,000 people, your HRIS will need features for managing multiple entities, handling different reporting structures, paying in multiple currencies, and staying compliant across your global operations. Your HRIS should be able to handle all this without making you switch between systems or export data to spreadsheets.

How do I know when my company has outgrown its current HRIS?

You’ll know you’ve outgrown your HRIS when manual workarounds become daily routines. If you find yourself running different systems for different locations, exporting data for basic reports, struggling with multi-currency payroll, or hearing “we can’t do that” whenever you need something new, it’s probably time to upgrade. 

Which HRIS system is the best?

HiBob comes out on top as the best HRIS for large companies. While Workday dominates the Fortune 500 market and SAP SuccessFactors offers a robust set of partner tools, HiBob hits the sweet spot for growing companies: sophisticated features, excellent performance at scale, and user-friendly design. You can grow smoothly from mid-market to enterprise, run global operations effectively, and build the culture and learning programs your teams need.