Rippling HRIS is cloud-based human resources software that stores employee data, automates HR processes and connects HR with payroll, benefits, time tracking, IT and other business systems. It keeps one central employee record for details such as job title, department, manager, compensation, work location and employment status.
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Unlike a standalone HRIS, Rippling connects employee records with workflows across HR, IT and other business applications. A change to an employee's department or manager can update connected systems, depending on the workflows and products a company has configured.
Rippling HRIS at a Glance
| Attribute | Rippling HRIS |
|---|---|
| Software type | Human resources information system and workforce management platform |
| Main purpose | Centralize employee data and automate HR processes |
| Core users | HR teams, managers, employees, payroll teams and administrators |
| Key functions | Employee records, onboarding, document management, PTO, reporting and employee self-service |
| Connected products | Payroll, benefits, time and attendance, recruiting, performance management, IT and finance tools |
| Deployment | Cloud-based software |
| Pricing | Custom quote; products are generally priced per employee per month, and some include a monthly base fee |
| Best suited to | Growing companies that want HR data and workflows connected across multiple systems |
What Does Rippling HRIS Do?
Rippling HRIS manages employee information and uses it to automate routine work throughout the employee lifecycle.
1. Employee Data Management
Rippling provides a central database for:
- Personal and contact details
- Job titles and departments
- Managers and reporting relationships
- Compensation information
- Employment status
- Work location
- Documents and employment records
When an administrator updates an employee record, Rippling can apply that change to other workflows and connected applications.
2. Employee Onboarding and Offboarding
Rippling can support onboarding tasks such as:
- Sending documents
- Collecting signatures
- Assigning training
- Enrolling employees in benefits
- Coordinating equipment and application access
Offboarding workflows can help remove access to company systems, update benefits and complete separation-related tasks. The available steps depend on the Rippling products and integrations a company buys.
3. Time Off and Employee Self-Service
Employees can use Rippling to request time off, check PTO balances, access documents and retrieve pay statements when the relevant payroll features are enabled.
This gives employees access to routine information without requiring HR administrators to handle every request manually.
4. HR Reporting and Analytics
Rippling includes reports and dashboards for workforce information such as:
- Headcount
- Compensation
- Time off
- Hiring
- Retention
Reports can also combine Rippling data with information from connected applications. Permission profiles control access to sensitive employee information.
5. HR Workflow Automation
Administrators can create rules based on employee data or business events. For example, a workflow could:
- Add a new employee to payroll.
- Assign required training.
- Create application accounts.
- Send onboarding documents.
- Notify the employee's manager.
Rippling presents these workflows as part of one platform rather than as a set of entirely separate HR tools.
Is Rippling Only an HRIS?
No. Rippling HRIS is one part of the wider Rippling workforce management platform.
Rippling also offers products for:
- US and global payroll
- Benefits administration
- Time and attendance
- Recruiting
- Performance management
- Learning management
- Expense management
- Corporate cards
- Device management
- Identity and access management
- Global HR and contractor management
These products can be purchased separately alongside the required Rippling Platform. A company can use Rippling for HRIS functions alone or add payroll, benefits, IT and finance products as needed.
How Is Rippling Different From a Traditional HRIS?
Rippling connects employee data to operational workflows, while a traditional HRIS usually focuses on employee records and basic HR administration.
| Traditional HRIS | Rippling HRIS |
|---|---|
| Primarily stores employee information | Stores employee information and uses it to trigger workflows |
| Often focused on HR and personnel administration | Connects HR with payroll, IT, finance and other systems |
| May require separate integrations for many processes | Offers native products and third-party integrations |
| Usually supports basic employee reporting | Provides workforce reports and cross-system analytics |
| May be sold as one standalone product | Uses a modular platform with separate products and custom pricing |
For example, a department change could affect reporting structures, permissions, payroll information and application access if the company has configured those workflows.
What Are the Main Benefits of Rippling HRIS?
Rippling HRIS is useful when a company wants employee data to support processes across several systems.
Its main advantages include:
- One employee data source: HR teams can manage employee information in one system.
- Automated processes: Onboarding, offboarding, document collection and approvals can follow consistent workflows.
- Connected HR operations: Employee data can link with payroll, benefits, time tracking and IT systems.
- Employee self-service: Employees can access documents, request PTO and update certain personal information.
- Permission controls: Administrators can limit access to sensitive employee and payroll information.
- Domestic and international support: Separate global products support companies with employees in multiple locations or countries.
- Workforce reporting: HR teams can create reports using workforce data and information from connected applications.
What Are the Limitations?
Rippling may be more than a small business needs if it only wants an employee directory, document storage and PTO tracking.
Before buying, a company should consider:
- Pricing is not fully transparent: Rippling provides custom quotes instead of one universal package price.
- The platform is modular: Payroll, benefits, time tracking and IT features may require additional products.
- Implementation takes planning: Employee data, permissions, integrations and workflows need to be configured correctly.
- The wider feature set adds administration: A broad platform may require more setup than a narrowly focused HRIS.
- Features vary by location and product: Global payroll, benefits and compliance capabilities depend on the countries and services selected.
Rippling states that most products use per-employee, per-month pricing, while some products may include a monthly base fee.
Who Should Use Rippling HRIS?
Rippling HRIS fits a company that:
- Is moving beyond spreadsheets or disconnected HR tools
- Wants HR, payroll, benefits and IT processes to share employee data
- Has employees in multiple locations or countries
- Needs structured onboarding and offboarding
- Wants custom workflows and workforce reports
- Has enough operational complexity to benefit from connected systems
A simpler standalone HRIS may be a better choice for a small organization that only needs employee records, PTO tracking and document management at the lowest possible cost.
Bottom Line
The buying decision comes down to how many employee-related systems a company needs to coordinate.
Rippling makes sense when HR data needs to drive payroll, benefits, IT access, reporting or other workflows. A company with basic HR requirements should compare its custom-priced, modular approach with a simpler standalone HRIS before buying.