HCM Software and Service Provider Overview DACH 100 – 2025

Software – Name of the product

Company – Brand of the software or service provider


Software Provider – OEM if the company is the actual provider of the software, as opposed to SaaS only for resellers)


Managed Payroll – Checked if the company provides managed payroll services (as opposed to SaaS only)

Geography

• Local: Availability limited to one or more DACH countries
• Regional: Extended availability in 10+ European countries
• Global: Extended availability in 100+ countries

Functionality

• Core HR: Management of employee master data, employee self-service, data analytics and reporting, document management
• Pay: Payroll solution included and operational, either integration with in-country payroll partner or native solution (if not checked a custom integration is required)
• Time: Time tracking and absence management
• Workforce Scheduling: Shift planning, scheduling, and rotation support, manager and employee self service
• Recruitment & Onboarding: Application portal, job posting and applicant management, digital onboarding journeys
• Talent & Performance: Goal management, performance control and feedback, development and succession planning
• LMS: E-learning and training management

Customer Size

• Small: ~500 employees, primarily single-country operations
• Medium: ~2,000 employees, operating in around ~10 countries
• Large : Global organizations with significantly broader scale

Clusters

• Full-suite providers (with native payroll): The software includes all functionalities, the payroll is native for one or more DACH countries, i.e. not a connected software. The cluster comprises both the original software providers (OEM) as well as ASPs / resellers (SaaS).
• Full–Suite Provider (with Payroll Integration): The software includes all functionalities, the payroll is a connected software. The cluster comprises both the original software providers (OEM) as well as ASPs / resellers (SaaS).
• Partial–Suite Provider (with Native Payroll): The software includes many functionalities, the payroll is native for one or more DACH countries, i.e. not a connected software. The cluster comprises both the original software providers (OEM) as well as ASPs / resellers (SaaS).
• Partial–Suite Provider (with Payroll Integration): The software includes many functionalities, the payroll is a connected software. The cluster comprises both the original software providers (OEM) as well as ASPs / resellers (SaaS).
• Payroll Software Provider: The software is focused on payroll and in most cases relevant, but limited time and employee master data functionality.
• HR Software Provider: The software is focused on functionality other than workforce planning and payroll, e.g. learning, talent, time tracking, recruitment, onboarding, succession planning.
• Managed Payrol: The provider is focused on providing an outsourced managed service for payroll software and payroll execution.

The present overview of HCM and payroll software and service providers with a focus on the DACH region serves as a guide for companies planning to implement a new HR software system.
For many clients, the German-speaking market for HCM and payroll solutions is difficult to navigate. Since providers do not use a standardized vocabulary to describe their software, customers searching for specific functionalities often need to tediously browse through numerous product pages.

In developing the LKPU HCM and Payroll Software and Service Provider Overview, we were guided by the questions identified in LKPU People, Issue 1 (link) as key criteria in the HR software selection process:

• Is the company looking for a full-suite provider or a patchwork solution?
• Should it be delivered by a global or a local HCM provider?
• Is the goal to outsource payroll as a managed service or to use a software-as-a-service (SaaS) solution?

Two important questions were deliberately left aside:

1. Since the HCM market is increasingly shifting from traditional on-premise solutions to the cloud, we did not differentiate between in-house systems and SaaS models. In fact, on-premise systems were not included in our analysis – even though we anticipate a potential revival of on-premise models due to rising security concerns. One reason for this decision is the announcement by major HCM providers such as SAP and Oracle to phase out their on-premise offerings in the coming years.
2. We also did not consider whether implementation is carried out directly by the provider or through a partner. For clients, this aspect is generally irrelevant in the initial evaluation phase. It typically becomes a consideration only after a shortlist of potential solutions has been established.

The foundation of this overview is a list of payroll software providers certified or in certification process (with operational customers) by the ITSG. This list was supplemented by research on HCM system providers operating in Germany. In some cases, specialized applications covering specific areas of HCM were also included.

Including all providers offering integrable standalone solutions would have exceeded the scope of this overview. Therefore, we made a selection based on our professional experience.

One example is the time management system ATOSS — while it is neither an HCM nor a payroll service provider, it is so widely used that it regularly appears in our day-to-day work with HCM systems.

This overview of HCM software and service providers in the DACH region is based on publicly available information, market research, and voluntary disclosures by providers. While LKPU strives to ensure the accuracy and completeness of the data, no guarantee can be given for the correctness of all details.

We invite both customers and providers to share feedback, corrections, or updates to help continuously improve the quality and relevance of this overview. Companies that wish to be included in future editions are welcome to contact LKPU at any time.

We would like to express our sincere appreciation to all organizations that contributed this initiative.