Payroll processing finally doesn't give me a headache
July 28, 2016

Payroll processing finally doesn't give me a headache

Susan Dudek | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Overall Satisfaction with Paycor

Paycor is used by our entire organization for time and attendance tracking and payroll processing. I made the decision to switch to Paycor from another provider two years ago. It was a good decision. The implementation went smoothly. The transition for our employees was not hard. I have especially appreciated the fact that I have a single point of contact for each module we use. My past experience had not been good in that area, so Paycor's one-person contact system was a selling point. Almost everything about this program has proven to be easier than what I had been used to.
  • Client support - the one-person contact system is great. Of course, if your 'person' isn't available, you can get help from someone else. But that has rarely been an issue. I like knowing that I don't have to repeat the problem over and over and over again to different people.
  • The HR module and Payroll modules have almost everything built in that I need. There is also the option to insert your own fields, so I have used that in several ways. One example: I created a field for I9 destruction date so that I can keep up with the retention dates of I9s.
  • Coffee Break Webinars! These have been invaluable to me since I am in a small company and do not have another level above me to turn to for guidance. I select the webinars that I think will provide needed info, and that 30 minutes and a cup of coffee has taught me a lot.
  • The ACA compliance and reporting is another area that I am so glad they have. I do not know that I could have gotten through the first year of ACA reporting if it had not been for my support person. He talked me through the process and calmed me down when I felt panicky.
  • The HR support add-on. Not having an employment lawyer or even a level above me to turn to for guidance, being able to ask questions of certified HR specialists and know that what they are telling me is the legal and/or right way to handle an issue has relieved me of worrying about whether or not I was doing things correctly. Sometimes I was not, but then they told me what I should do and I learned from that.
  • The previous payroll provider that I used had a user - only web site that you could go to to get info from other users. They also posted articles that were informative about current issues. I wish Paycor had something similar.
  • The reporting function is still difficult to me. My contact person has always been helpful in writing the reports I need, but I wish there was a more detailed tutorial that would allow me to create practice reports in order to get a better understanding of how to do my own.
  • I am a department of 1 handling over 300 employees. I don't know how to calculate the ROI since having Paycor didn't replace any labor and wasn't appreciably different in price from the prior provider. But I do know that the program itself has been easier to use, which makes my work load a bit more bearable.
  • ADP
Basically, Paycor is easier to use and has better client support that I was getting before. I chose to move our payroll to Paycor because I needed something that was more intuitive, and I needed to know that when I had a question or a problem - especially on processing week - I would be able to get help without waiting hours for it.
I cannot speak to a scenario where Paycor would be less appropriate, but I can say that it has worked well for our business. We have restaurants and retail stores, so we have a mixture of hourly, salaried, and tipped employees. Tipped employees create their own set of issues, but Paycor came up with the solutions to make it work.

Paycor Feature Ratings

Employee demographic data
Employment history
Job profiles and administration
Workflow for transfers, promotions, pay raises, etc.
Organizational charting
Organization and location management
Compliance data (COBRA, OSHA, etc.)
Pay calculation
Benefit plan administration
Direct deposit files
Salary revision and increment management
Not Rated
Approval workflow
Balance details
Annual carry-forward and encashment
View and generate pay and benefit information
Update personal information
View job history
View company policy documentation
Report builder
Pre-built reports
Ability to combine HR data with external data
Performance plans
Not Rated
Performance improvement plans
Not Rated
Review status tracking
Not Rated
Review reminders
Not Rated
Multiple review frequency
Not Rated
Not Rated
New hire portal
Not Rated
Manager tracking tools
Not Rated
Individual goal setting
Not Rated
Line-of sight-visibility
Not Rated
Performance tracking
Not Rated
Job Requisition Management
Not Rated
Company Website Posting
Not Rated
Publish to Social Media
Not Rated
Job Search Site Posting
Not Rated
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
Not Rated
Notifications and Alerts
Not Rated

Evaluating Paycor and Competitors

Yes - Paycor replaced ADP. I am a one-woman HR/Payroll department and needed a vendor that was more responsive to service requests and software that was easier to use. I reviewed a couple of different companies before selecting Paycor after seeing a demo.
  • Product Features
  • Product Usability
  • Positive Sales Experience with the Vendor
The features and the service promises were the two most important reasons to switch. The price was slightly better than the old vendor, and price is very important. But I needed something easier for me to use and easier for me to teach our store managers and supervisors.
If I had seen extensive demos of other products it might have made a difference, but I don't think so. I evaluated a couple of others in terms of price, reputation, and features. Paycor was an unknown name to me, so I had a detailed demo and I think the demo was the thing that set them apart from other companies.

Paycor Implementation

Implementation of any new software is going to be challenging, especially if you are maintaining an existing program concurrently. When it is time for dual-processing (both old and new software) prior to going live, be prepared to be stressed. But trust the process and it will be over soon.
  • Vendor implemented
  • Implemented in-house
Yes - The phases were information gathering first. Then setting up the HR/ Payroll/ and Time modules. Each module had a different specialist and there was a project coordinator in charge.
  • Even though I had seen a detailed demo, not being familiar with how the software worked at the time meant that I didn't always understand which module controlled what, how the data flowed, what impacted what.
  • Being a one-woman HR/Payroll department still using another software, time constraints and workload overload was challenging. Implementation is a stressful time, no matter how smoothly it goes.
  • What I call the Potato/Potahtoh or Tomato/Tomahtoe problem. I would know what I wanted to ask, but the terminology I used or was used in the software I was currently using didn't match the terminology in the new software. Sometimes the challenge was figuring out how to describe the problem or goal when the words or terminology didn't necessarily mean the same thing.

Paycor Support

I give support a 9 because it is consistent and as quick as I would expect. If I have a question that has to be answered right now (when I am in the middle of processing a payroll, for example) I will call instead of email and the response is excellent. If I have an issue or question that just needs to be addressed but isn't critical, I email that and don't indicate that I need immediate assistance. This has worked well for me.
Quick Resolution
Good followup
Knowledgeable team
Problems get solved
Kept well informed
No escalation required
Immediate help available
Support understands my problem
Support cares about my success
Quick Initial Response
No - I don't know if there is a premium support option, but if there is I don't see any need to add it based on my experience so far.
Yes - I have reported a minor issue with rehires and EVerify compliance. It is a relatively minor issue of the Paycor software picking up the original hire date instead of the rehire date to submit to EVerify. That will result in an error coming back asking why the information is late. I just select the other option and type in that this is a rehire, not a new hire, and the actual date is (fill in the blank.)
ACA compliance -- I feel that the person assigned to our account went over and above the call of duty to help me through this first year. It is time to start preparing for the next year's reporting and he has already contacted me and given me my to-do list. My experience was that he stayed perfectly calm even when I felt panicky. And it all got done!

Using Paycor

I gave this a 9 because although some areas could be a little better, it is still an easy program to use once you get used to it. And they are always updating. Paycor lets users suggest changes and other users can vote on them. I have seen several changes that I either suggested or voted on get implemented. There is nothing like the end user to know what is helpful and what isn't, and Paycor appears to listen to that.
Like to use
Relatively simple
Easy to use
Well integrated
Quick to learn
Feel confident using
  • The on-boarding thru the HR module is simple.
  • EVerify done thru Paycor removes an additional job out of my to-do list.
  • Making changes mid-payroll processing is very easy. I no longer have to leave the payroll grid and go to an employee file to make a temporary change, then remember to go back to the file after processing and reactivate the regular information.
  • Being able to attach and post documents, like our insurance information or paycard information, on the Portal for all employees to access is a nice feature.
  • Reporting is not overly difficult, but the training available could be better.
  • There is still manual intervention needed when a tipped employee has overtime hours. That hasn't been automated yet.