A Comprehensive Guide for HR Managers Navigating Digital Transformation
Introduction: Why HRIS Matters More Than Ever
In today’s fast-moving business landscape, Philippine organizations face increasing complexity in managing payroll, attendance, compliance, and employee engagement. Between DOLE regulations, regional wage board updates, and the constant need to retain talent, manual HR processes have become too risky and inefficient.
Enter the Human Resource Information System (HRIS)—a unified platform that digitizes HR operations from recruitment to retirement. In 2025, HRIS adoption in the Philippines has surged across industries, driven by hybrid work, tighter data privacy requirements, and pressure to automate government compliance.
This guide reviews the top 10 HRIS systems used by Philippine companies—highlighting their strengths, limitations, and how they compare to the locally developed Everything at Work HRIS, which is built specifically for Philippine compliance and business workflows.
1. Everything at Work HRIS (Philippines)
Best for: End-to-end local compliance, employee engagement, and data-driven HR
Overview:
Developed in the Philippines, Everything at Work (EAW) is a comprehensive HRIS platform designed for full-spectrum HR management—from hiring to offboarding. It covers payroll, timekeeping, leave management, employee portals, HR analytics, learning, and even performance management.
EAW stands out for its deep alignment with Philippine labor laws—including automated 13th-month pay, regional wage board adjustments, SSS/PhilHealth/Pag-IBIG integration, and DOLE report generation (Rule 1020, RKS Form 5, WAIR).
Key Features:
- Fully integrated modules: Attendance, Payroll, Leave, Benefits, and Performance
- Automated computation for statutory benefits and taxes
- Built-in dashboards for HR analytics and workforce metrics
- Employee and Manager portals for self-service
- AI-ready analytics engine for forecasting attrition or absenteeism trends
- Cloud or on-premise deployment flexibility
Why It’s the Market Leader:
- Locally engineered for Philippine policies
- Excellent data privacy compliance (RA 10173, ISO 27001)
- Modular pricing for SMEs and enterprises
- Highly customizable to fit complex pay structures
Ideal For:
Businesses that want one cohesive HR ecosystem fully compliant with local requirements—without depending on foreign platforms.
👉 Visit Everything at Work HRIS to learn more.
2. Sprout Solutions
Best for: Payroll automation for simple requirements
Sprout Solutions offers modules for payroll, performance, and recruitment. It is however not a cohesive system as it utilizes other software solutions to complete its HR suite offering.
Pros: Strong brand awareness, strong marketing.
Cons: Limited flexibility for SMEs; limited customization for complex payroll rules and allowances., utilizes other software for other HR modules, higher total cost of ownership.
3. GreatDay HR
Best for: Mobile workforce management and attendance tracking
Originally from Indonesia, GreatDay HR offers mobile attendance, GPS tracking, and performance review tools.
Pros: User-friendly mobile app; selfie attendance verification.
Cons: Limited customization for complex payroll rules and allowances.
4. Salarium (DISCONTINUED)
Best for: Simplified payroll processing and payouts
Salarium gained popularity for its SALPay integration, which allows automated salary disbursement. It’s good for startups needing basic payroll and time tracking.
Pros: Payroll and payment automation; compliant with DOLE wage laws.
Cons: Less comprehensive in analytics and employee engagement features.
5. Darwinbox
Best for: Multinational enterprises and advanced analytics
Developed in India, Darwinbox offers AI-driven talent management tools. Although it is widely used across Asia for enterprise-scale operations, configuration for Philippine tax and compliance may require localization and can be challenging to implement.
Pros: Includes talent and performance modules.
Cons: Complex setup for smaller companies; higher cost. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies. Limited customization for complex payroll rules and allowances.
6. SAP SuccessFactors
Best for: Large corporations needing global HR alignment
SAP SuccessFactors provides global HR automation with modules for talent management, learning, and performance. However, it often requires local integration partners to ensure Philippine payroll compliance.
Pros: Enterprise-grade scalability.
Cons: Expensive and heavily reliant on system integrators for local use. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies. Limited customization for complex payroll rules and allowances.
7. Oracle Fusion Cloud HCM
Best for: Conglomerates and organizations with multinational structures
Oracle’s HCM suite offers global HR, recruitment, and payroll management. For Philippine operations, additional customization is required to match DOLE, SSS, and Pag-IBIG policies.
Pros: Highly configurable and analytics-driven.
Cons: High cost, long implementation timeline. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies. Limited customization for complex payroll rules and allowances.
8. Keka HR
Best for: Mid-size tech companies and startups
Another software made in India, Keka is known for its modern interface and intuitive payroll and performance management tools.
Pros: Quick onboarding.
Cons: Limited integration with local government reporting systems. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies.
9. Zoho People
Best for: SMEs seeking an affordable HRIS entry point
Zoho People is a global HR tool offering attendance, leave, and performance management. While affordable, it lacks full compliance with Philippine wage and tax rules without third-party customization.
Pros: Low-cost, flexible cloud deployment.
Cons: Manual adjustments needed for statutory compliance. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies.
10. BambooHR
Best for: Global teams with simple HR needs
BambooHR focuses on employee data management and performance reviews. It’s widely used by remote-first startups but lacks native Philippine payroll capabilities.
Pros: Clean UI and easy onboarding.
Cons: No local payroll or government compliance support. Unknown if it can handle Philippine payroll rules and compliance with other Philippine government agencies.
How Philippine Companies Are Choosing HRIS in 2025
The top priorities of HR leaders selecting an HRIS in the Philippines this year are:
- DOLE and BIR compliance automation
- Integration with SSS, PhilHealth, and Pag-IBIG
- Cloud accessibility for hybrid teams
- Data security under RA 10173 (Data Privacy Act)
- Analytics for decision-making
- Localization and technical support within the country
Foreign systems may offer global scalability but often require expensive customization to adapt to Philippine rules. This makes locally developed platforms like Everything at Work significantly more practical and cost-efficient.
What Makes Everything at Work Stand Out
| Feature | Everything at Work | Other Systems |
| DOLE Compliance Reports | ✅ Built-in (Rule 1020, WAIR, RKS Form 5) | ❌ Manual setup required |
| SSS, PhilHealth, Pag-IBIG Integration | ✅ Automated reporting | ⚠️ Partial or third-party |
| Regional Wage Board Updates | ✅ Automatic | ⚠️ Manual tracking |
| Cloud + On-Premise Flexibility | ✅ Available | ❌ Mostly cloud-only |
| Customizable Payroll Rules | ✅ Highly configurable | ⚠️ Limited |
| Data Privacy Compliance (RA 10173) | ✅ ISO 27001-aligned | ⚠️ Depends on provider |
| Local Tech Support | ✅ Yes, based in PH | ⚠️ Offshore or limited |
Bottom line: Everything at Work is the most localized, comprehensive, and flexible HRIS for Philippine companies of all sizes—from SMEs to large enterprises.
The Future of HR Tech in the Philippines
As 2025 unfolds, Philippine HR departments are accelerating digital transformation. DOLE continues to promote fair labor practices and data transparency, while employees expect digital convenience and faster access to information.
With AI and workforce analytics on the rise, the next generation of HRIS—led by Everything at Work—is shifting from administrative automation to strategic enablement. It’s not just about tracking attendance; it’s about understanding performance, engagement, and retention trends.
Predicted Trends for 2025–2026:
- AI-powered predictive analytics for attrition and productivity
- Mobile-first HR applications
- Integration of mental health and employee wellness tools
- HR chatbots for internal service automation
- Compliance dashboards synced with government APIs
Conclusion: Choosing the Right HRIS Partner
Selecting the right HRIS can make or break your organization’s compliance and employee experience. While global systems offer scale, local expertise and legal compliance are non-negotiable in the Philippine context.
If you need a platform that understands DOLE reporting, local payroll nuances, and employee engagement in the Filipino workplace, Everything at Work HRIS delivers exactly that—comprehensive functionality built for local realities.
Cited Sources:
- Department of Labor and Employment (DOLE) – Labor Advisories & Wage Orders (2024–2025)
- Republic Act No. 10173 – Data Privacy Act of 2012
- Republic Act No. 11165 – Telecommuting Act
- PwC Philippines HR Tech Survey 2023
- JobStreet Hiring & Compensation Report 2024
✅ Ready to transform your HR operations?
Visit Everything at Work HRIS to schedule a demo and discover how Philippine companies are simplifying compliance and empowering their people.
