Paylocity
February 13, 2024
Paylocity
Score 8 out of 10
Vetted Review
Verified User
Overall Satisfaction with Paylocity
We use it as a comprehensive HRIS. All employee documents, tracking learnings, hiring, onboarding, recruiting, Flex spending management, and COBRA management.
Pros
- Help/chat feature.
- Mobile App is great.
- Having a wide variety of tools available (onboarding, ats, perf management, etc.
Cons
- Seamless integration of modules (i.e., benefits don't always "play" well with HR & Payroll-- this is likely my biggest complaint. From a user (both employee and administrator), it should all feel like Paylocity. However, having multiple support emails, phone numbers, and account admins is frustrating.
- I would like to see onboarding expand a bit, including the ability to assign tasks to internal people before the new hire starts.
- Working with the tax team is awful. It's very "elusive"-- like, at times, I don't think they exist. As an admin, I never could talk to the tax team. With employees in 19 states, a lot of time and energy could be saved if I could speak to tax directly.
- Find a way to promote and pay more for your good support people. When I get comfortable with a support person, and he/she understands/knows our business-- they gets a new job (good for them, but bad for me).
- Reduction of time: we used position management and comp management for the first time for 2024 bonuses and pay increases. It is 100% better than managing Excel spreadsheets, which has been done for the last 20 years. It has been a learning process, though. Several times, "I'm not sure what will happen" emerges. I would also LOVE seeing what my employees see at any time for any module. It's hard as an admin to give directions for something on MY screen when it looks different than an employee's screen/access.
- Fewer mistakes in COBRA administration. I used to manage this all in-house, and now I know I'm compliant and timely with Paylocity managing.
It's just made it more efficient overall. Just as stated above, with automated processes, I'm able to focus on more higher-level HR stuff. Sometimes, I do things a bit more manually as we only have 80 employees. It doesn't make sense to have benefits integrated with our carriers and feeds only happen once/week, for example. It's much better for me and the employee if I do this data transfer by hand. However, if I had several hundred or 1000s of people, it would undoubtedly be more efficient.
We don't use the engagement tools-- we partner with AwardCo, and they can administer a "store" and issue gift cards virtually for us.
Essentially, overall integration with a wide variety of modules. I have been through several HRIS integrations. They are the same in that the salesman "overpromises" and the product "underdelivers"-- i.e., sometimes they will say, yes, you can do onboarding with Paylocity-- which you can, but once you peel back the layers, you realize it may be a crap ton of work and not with the efforts.
Do you think Paylocity delivers good value for the price?
Yes
Are you happy with Paylocity's feature set?
Yes
Did Paylocity live up to sales and marketing promises?
No
Did implementation of Paylocity go as expected?
No
Would you buy Paylocity again?
Yes
Comments
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