One HRIS. Every worker. Every country.

An HRIS (human resources information system) is software that centralizes employee data and core HR processes in one place. It typically handles people records, time off, documents, onboarding, workflows, and reporting. For growing companies, an HRIS replaces the patchwork of spreadsheets and disconnected tools that break down as headcount increases.

Deel's HRIS includes worker profiles, org charts, job architecture, document management, time off and leave policies, time tracking, workflow automation, approvals, roles and permissions, and people analytics. It supports employees, contractors, and EOR workers in 150+ countries from a single system.

Three things. First, it's built for global teams from the start — with country-specific policies, localized documents, and workflows that adapt by worker type and location. Second, it's connected through out the Deel platform, so if you add payroll, hiring, or talent management later, everything works together. Third, it's designed for lean teams: fast to set up, easy to use day-to-day, and priced to work for growing companies.

Deel HRIS starts at $5 per employee per month. Additional modules like compensation management, performance, and global payroll have separate pricing and can be bundled. There are no setup fees.

Most migrations start with an export from your current system, then mapping fields into Deel. Deel provides a pre-migration checklist, field mapping support, and a dedicated onboarding manager to walk your team through the process. For teams moving from common systems, step-by-step guides are available, and a migration support team can assist with more complex transitions.

Yes. Many teams start with HRIS to get their people data, workflows, and reporting in place, then add modules like Engage (for performance and learning), compensation management, or global payroll as they grow. Every module runs on the same data — no re-migration required.

If your main need is managing employee records, time off, workflows, and reporting, an HRIS is the right fit. An HCM adds strategic functions like talent management, succession planning, and advanced analytics. Deel's approach lets you start with the HRIS and layer in HCM-level capabilities — like performance, learning, and compensation — when you're ready, without switching platforms.

The most common problems an HRIS addresses: administrative overload from manual data entry and approvals, data errors in payroll and reporting, compliance gaps when operating across countries, poor employee experience from slow processes, and lack of visibility into workforce trends. Companies like PostHog saved over $50K annually by consolidating workforce management in Deel, and Feedier cut HR admin workload by 50% after replacing spreadsheets with Deel's HRIS.