HR
The Business System that determines what work the business needs, the capability required to perform it and how that capability should be organised.
What This System Solves
Growing workloads do not automatically mean a business needs more employees. Work may need to be eliminated, simplified, automated, delegated, outsourced or assigned to permanent internal capability depending on what the business actually requires.
HR creates a structured way to understand roles, responsibilities, capability, workforce processes and the people required to operate the business effectively. It supports better decisions across hiring, onboarding, performance, development and workforce planning while helping the business add capability intentionally rather than simply adding headcount.
Who Needs It:
- Responsibilities are unclear or increasingly overlap between people
- Growing workloads are creating pressure to hire without clear role requirements
- Hiring, onboarding or people processes are inconsistent
- Important capability is concentrated in one person
- You need to decide whether work should be automated, delegated, outsourced or hired for
- The business needs greater visibility over roles, performance, capacity or future workforce requirements
CHOOSE YOUR SYSTEM
Find the level that fits your business.
Compare practical options based on the capability, complexity and scale your business actually needs.
BASIC
For straightforward requirements
Recommended
BambooHR
Best for
Small and growing teams centralising employee records and core HR processes
Core strength
Approachable HRIS focused on employee data and common people workflows
Watch-out
Global employment, payroll and complex workforce orchestration may require specialist or broader platforms
Price level
$
Sales-led/package pricing based on organisation and selected capabilities
GYBU pick for
Teams moving HR records and routine people processes out of spreadsheets and disconnected tools
Visit BambooHR →
INTERMEDIATE
For established and growing businesses
Recommended
Rippling
Best for
Growing companies wanting HR, identity, payroll and device/app administration to work together
Core strength
Unified employee system that can automate cross-functional onboarding and offboarding
Watch-out
Breadth can create cost and complexity; country-specific payroll/employment coverage must be checked
Price level
$$
Modular pricing based on selected products, employees and geography
GYBU pick for
Businesses where employee changes trigger work across HR, IT and finance systems
Visit Rippling →
PREMIUM
For advanced and scaling requirements
Recommended
Workday HCM
Best for
Large organisations managing complex global workforces, governance and talent processes
Core strength
Enterprise human-capital management with broad workforce and organisational capability
Watch-out
Longer implementation, specialist administration and enterprise cost
Price level
$$$
Custom enterprise pricing and implementation
GYBU pick for
Large organisations where workforce management is strategic enterprise infrastructure
Visit Workday HCM →
IN MORE DETAIL
Understand the recommendations.
A closer look at where each option performs well, where it doesn’t, and the businesses it’s best suited to.
Best for
Small and growing organisations that need a central HR system for employee records and common people processes without implementing enterprise HCM.
What it does well
BambooHR provides an accessible HRIS foundation for organising employee information and standardising recurring HR workflows.
Watch-outs
Businesses with complex global employment, workforce planning or enterprise payroll requirements may need specialist layers or a broader HCM platform.
Pricing
Pricing is generally tailored to organisation size and selected capabilities. Request current pricing directly from BambooHR.
Why GYBU recommends it
Visit BambooHR →
BambooHR is the Basic HR pick because it establishes a clear people system of record without forcing smaller teams into enterprise workforce infrastructure.
Best for
Growing organisations that want employee data to drive coordinated HR, payroll, identity, application and device workflows.
What it does well
Rippling's strength is the way employee records can trigger actions across several administrative functions, reducing manual onboarding, offboarding and access-management work.
Watch-outs
The platform's breadth means businesses should avoid buying modules they do not need. Payroll and employment capabilities also vary by geography.
Pricing
Pricing is modular and depends on products, employee count and location. Request current pricing for the exact configuration required.
Why GYBU recommends it
Visit Rippling →
Rippling is the intermediate recommendation where HR is becoming an operational hub connecting people changes to IT and administrative workflows.
Best for
Large and complex organisations needing enterprise workforce data, talent processes, governance and reporting across substantial employee populations.
What it does well
Workday HCM supports broad human-capital management and enterprise workforce processes designed for organisations with significant scale and organisational complexity.
Watch-outs
It requires major implementation effort, change management and ongoing administration. It is not an appropriate progression simply because headcount has increased.
Pricing
Pricing is tailored to enterprise scope and implementation. Engage Workday for a current quote.
Why GYBU recommends it
Visit Workday HCM →
Workday HCM is the premium HR recommendation when workforce management has become enterprise infrastructure requiring deep governance and organisational capability.
STILL UNSURE?
Start with what your business actually needs.
Use these three questions to narrow the options before choosing a system.
01
What employee information must be the system of record?
Start with the core people data and recurring HR processes the business actually needs. Add broader modules only when those processes are established and owned.
02
Does your workforce cross countries or legal entities?
Global employment, payroll and compliance can override the default HR maturity choice. Verify geographic coverage before selecting a platform.
03
Should employee changes trigger other systems?
If onboarding and offboarding must coordinate payroll, identity, devices and application access, an integrated employee-management architecture can be more valuable than a standalone HRIS.
CONTINUE BUILDING
One system is only part of the business.
Explore another Business System to find the tools and systems your business needs next.
Explore Business Systems →