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Full HR & Payroll coverage for Philippines, Singapore, Malaysia, Hong Kong, and Indonesia. Each market has local support teams and built-in compliance features.
How does pricing work as we scale?
Starting at $3/employee/month for core features. Volume-based discounts are available for growing teams. Book a demo for custom pricing.
How do you handle security?
Enterprise-grade security with ISO 27001, GDPR certifications, and local data residency options.
How long is implementation?
4 weeks average. Includes free data migration, setup, and team training. No hidden fees.
What makes Omni different from global HR platforms?
Built specifically for Asia with local payroll processing, same-day support in Asia time zones, and 40% lower cost than global alternatives.
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Summary. An HRMS (Human Resource Management System) is software that centralises employee data, automates payroll, and manages compliance filings. In Singapore, that means handling CPF contributions, MOM reporting, and IRAS filings natively — not as add-ons. This guide covers the key features to look for, how the leading HRMS platforms in Singapore compare, and what makes one system the right fit for your team's size, structure, and growth plans.
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Singapore's workforce is rapidly evolving, with 63% of workers already possessing digital skills and an anticipated need for 1.2 million additional digital workers to stay competitive. As businesses adapt to automation, AI, and shifting demographics, modern HR platforms play a central role in managing talent effectively.
Selecting HRMS software that ensures compliance with the Employment Act, CPF contributions, and IRAS tax filings is essential — not optional — for any Singapore business. The right platform doesn't just reduce admin; it actively protects you from the compliance risks that come with a manual or patchwork HR setup.
This guide covers the best HRMS software in Singapore for 2026: what features matter, which platforms lead the market, and how to choose the right fit for your team.
HRMS Singapore Comparison
Here's how the most widely used HRMS platforms in Singapore compare across the features that matter most to growing businesses.
Omni HR
Workday
BrioHR
Swingvy
BambooHR
Native CPF/MOM/IRAS compliance
✓Native
✓
✓
✓
✕Requires config
Multi-country payroll
✓5 markets
✓Enterprise only
✕SG + MY only
✕Limited
✕
Employer of Record (EOR)
✓
✕
✕
✕
✕
Performance management
✓
✓
✓
✕
✓
Recruitment / ATS
✓
✓
✓
✕
✓
Employee pulse surveys
✓
✕
✕
✕
✕
Mobile app
✓
✓
✓
✓
✓
Integrations
✓15+ integrations
✓Enterprise
✓Accounting + APIs
✓Limited
✓Limited
ISO 27001 certified
✓
✓
✓
✓
✕SOC 2 Type II only
Local Singapore support
✓
✕
✓
✓
✕
Starting price
From $3
Custom
From SGD 70/mo
From $11
Custom
Best for
Multi-country APAC teams needing full HR, payroll + EOR
Large enterprises with complex global operations
SG and MY SMEs needing full HR, payroll, performance + ATS in one platform
SMEs wanting a clean, mobile-friendly HR platform
SMEs prioritising onboarding and employee records
What is HRMS Singapore?
An HRMS (Human Resource Management System), also called an HRIS (Human Resource Information System) or HRMS software, is a cloud-based platform that manages the end-to-end employee lifecycle: records, payroll, compliance, leave, performance, and more. In Singapore, the terms HRMS, HRIS, and HRIS system are used interchangeably; most modern platforms, including Omni, cover all of these functions in one place.
What makes an HRMS specifically suited to Singapore is compliance depth. Singapore's statutory obligations including CPF contributions, SDL, FWL, IR8A, IR21, and PDPA data protection requirements require a system that handles these natively, not through manual workarounds. An HRMS built for the Singapore market automates these calculations and filings from day one.
A well-implemented HRMS does three things for a Singapore business:
Simplifies HR operations
An HRMS automates routine processes like payroll runs, leave approvals, and compliance submissions, centralising all employee data in one place. This frees HR professionals from administrative work so they can focus on strategic initiatives like talent development, engagement, and workforce planning.
Creates an employee-centric workplace
Modern HRMS platforms give employees direct access to their own HR information through self-service portals and mobile apps. When employees can check leave balances, download payslips, and update personal details without raising an HR ticket, it reduces friction for everyone and improves the employee experience from day one.
Drives business transformation through HR data
HRMS platforms generate analytics that inform real business decisions such as headcount costs, leave liability, turnover trends, and compliance exposure. When HR systems are integrated with the rest of your tech stack, that data flows where it's needed: finance, operations, and leadership. This is what turns HR from a cost centre into a strategic function.
What are the key features of HRMS software in Singapore?
Whether you're evaluating HRMS software, an HRIS system, or a full HR management platform, these are the features that determine whether a Singapore deployment succeeds or falls short.
Payroll integration with CPF and IRAS
The payroll module is where HRMS errors have the most direct consequences. A compliant HRMS for Singapore automatically calculates CPF contributions by employee age band and residency status, generates IRAS Auto-Inclusion Scheme (AIS) submissions, prepares IR8A forms for annual tax reporting, and manages FWL and SDL calculations without manual intervention.
Omni's payroll module handles all of this natively, with automatic updates when CPF rates or filing requirements change. The result: fewer errors, faster payroll cycles, and no scrambling at year-end.
"Payroll calculations that used to take three to five working days can now be done in half the time with Omni." — Tengku Mohaizad, Group Head of HR Asia at Inspire Brands Asia
Employee self-service portals and mobile accessibility
Modern HRMS platforms empower employees to manage their own HR-related tasks through mobile-friendly apps and portals. Through a self-service portal, employees can view and download payslips and CPF contribution statements, apply for leave and check balances in real time, update personal details such as bank account and emergency contacts, and clock in and out using mobile attendance tracking.
Omni's employee self-service portal routes leave requests and expense submissions automatically to the right approvers, with customisable approval workflows that match your team's structure. And our user-friendly mobile application allows for on-the-go approvals and communication, so you can manage leave balances and employee benefits from anywhere.
Leave and attendance management
Singapore's workforce management requirements include a range of MOM-mandated leave types — annual leave, sick leave, maternity and paternity leave, childcare leave, and more — each with distinct eligibility rules and accrual calculations. An HRMS that automates these rules reduces errors and ensures your leave policies remain compliant as the Employment Act evolves.
Omni's time off module automates entitlement calculations by employee type, tracks leave liability, and handles shift-based, flexible, and remote work arrangements in a single system.
Recruitment and applicant tracking
A strong HRMS connects talent acquisition to the rest of the employee lifecycle. Look for integrated recruitment tools that automate job postings across multiple platforms, enable digital resume submission and applicant tracking, and allow new hires to move directly from offer acceptance into onboarding without re-entering data.
Omni's recruitment module covers the full hiring workflow, from job posting through candidate shortlisting to offer management, with direct integration into onboarding and employee records.
These features help Singaporean companies like Endowus reduce hiring timelines and improve candidate experience.
"[With Omni], we've been able to reduce our onboarding time from one week to three days." — Arissa Wong, People Operations at Endowus
Performance reviews, goal-setting, and feedback cycles belong in the same platform as your payroll and leave data. Disconnected performance tools create data silos that make it hard to link compensation decisions to performance outcomes.
Omni's performance module automates review cycles, supports structured goal-setting, and gives managers and HR a shared view of employee progress, all connected to the same employee records used across the rest of the platform.
HR analytics and reporting
Your HRMS should surface the data you need to make workforce decisions, not just store it. In Singapore, that includes CPF contribution tracking, leave liability reporting, headcount and turnover analysis, and compliance submission status — giving HR and finance a shared, real-time view of workforce costs and obligations.
Omni's reports and analytics module lets you build custom reports across any data point in the system, with exports that work for both internal stakeholders and statutory filings.
"Reports that used to take 12 hours can now be generated in minutes." — Lovely Tan, Philippines Country Head of People at Qashier
Best HRMS for Your Business Type
Not every HRMS is the right fit for every business. Here's how to match your situation to the right platform profile.
Best HRMS for Singapore SMEs
If you have fewer than 200 employees and need to get up and running quickly, prioritise ease of setup, CPF automation, and local support availability. Platforms like BrioHR, PayBoy, and Info-Tech are built specifically for Singapore SMEs and offer lower starting prices. Omni is also well-suited for SMEs and brings a broader feature set — including performance, surveys, and recruitment — that most SME-focused platforms reserve for higher tiers or exclude entirely.
Best HRMS for compliance-first businesses
If your business operates in financial services, healthcare, or any sector with heightened data protection obligations, prioritise PDPA compliance, ISO 27001 certification, audit trails, and role-based access controls. Omni, BrioHR, and JustLogin all hold ISO 27001 certification. Omni additionally holds ISO 27001 alongside GDPR-aligned data handling and local data residency options.
Best HRMS for multi-country teams
If you have employees across Singapore and other APAC markets, a Singapore-only HRMS will create fragmentation fast. Omni provides full HR and payroll coverage across Singapore, Malaysia, Philippines, Hong Kong, and Indonesia — from a single platform with local compliance built in for each market. BrioHR covers SG and Malaysia. Info-Tech covers SG, Malaysia, and Hong Kong. JustLogin and PayBoy are Singapore-only.
Best HRMS for scaling businesses
If you're growing fast and need a platform that adapts to increasing headcount, new markets, and more complex org structures without a system change, assess scalability explicitly. Look for open APIs, configurable workflows, and pricing that doesn't spike unpredictably with headcount. Omni is purpose-built to scale with APAC-headquartered businesses, with customisable fields and automated workflows that flex as your team grows.
"What differentiates Omni is how tailored it is to Southeast Asian market needs. As we look toward expansion into the US and UK markets, we're confident that Omni will continue to evolve with us." — Derek Tan, Head of HR at Milieu Insight
How to Choose HRMS Software in Singapore
1. Usability for your whole team
The best HRMS is one your managers and employees actually use. Look for mobile-first design, intuitive self-service, and approval flows that match how your team works — not the other way around.
2. Compliance depth
Singapore-native compliance should be built in, not configured. Confirm the platform handles CPF, SDL, FWL, IR8A, IR21, and PDPA requirements automatically and updates when regulations change.
Payroll, accounting, and communication tools need to connect cleanly. Verify which integrations are native vs. requiring manual exports, and check whether the platform supports an open API for custom connections.
4. Local support quality
Singapore-based support teams understand CPF submission windows, MOM leave requirements, and IRAS deadlines in a way that offshore support teams often don't. Check support SLAs, hours of operation, and whether you get a dedicated implementation contact.
Omni’s award-winning support team is readily available to guide you through necessary software updates, resolve issues, and ensure compliance with regulatory requirements according to your timezone, so that you can focus on your business and initiatives that truly matter.
5. Total cost of ownership
Per-employee pricing looks simple but adds up. Factor in implementation fees, module add-ons, and the cost of missing features that require a separate tool. Platforms with broader native feature sets often have a lower total cost than modular SME-focused tools at scale.
HRMS pricing in Singapore follows three common models:
Per-employee pricing (most common)
You pay a flat rate for each active employee. This scales predictably with headcount and is the standard model for cloud-based HRMS platforms. Current market range: $2–$15/emp/mo depending on features and tier.
Platform
Starting price
Omni
From $3/emp/mo
Workday
Custom pricing - enterprise only
BrioHR
Module-based pricing
Swingvy
From $11/emp/mo; custom pricing available
BambooHR
Custom pricing - contact sales
Modular pricing
Some platforms (Info-Tech in particular) charge per module rather than per employee. This can be cost-effective for small teams using a limited feature set, but total cost rises quickly once you add payroll, attendance, and claims. Always calculate full-suite cost, not just the entry price.
Flat-rate pricing
Less common in Singapore. Best suited for businesses with a stable, predictable headcount where per-employee costs would be less efficient.
Grant support
Most Singapore-native HRMS platforms are pre-approved under the Productivity Solutions Grant (PSG), which provides up to 50% support for eligible local SMEs. Confirm PSG eligibility with your vendor before signing.
Omni HR is an all-in-one human resource management platform designed specifically for businesses in Asia, including Singapore. It simplifies and automates HR processes, enabling companies to focus on growth while ensuring compliance with local regulations. With features tailored to the region and a user-friendly interface, Omni HR helps businesses optimize employee management, streamline workflows, and enhance productivity.
Payroll management
Omni offers a global solution tailored for Singaporean businesses. Our expert support and multi-country payroll features help you manage your distributed workforce efficiently, ensuring compliance with local laws and regulations in 190+ countries and 10+ languages.
With dedicated payroll experts across the region and built-in calculators for country-specific requirements such as Singapore’s CPF, Omni helps support multi-country payroll operations with proactive updates on regulatory changes.
Employee performance monitoring
Omni’s customizable performance review feature allows managers to design performance review templates to apply to various employee performance assessments, track employee submissions, and derive critical insights to drive business decisions all on one centralized platform. Pre-set performance review templates further guide teams on how to write a performance review.
Our automated system helps managers schedule reviews, track submissions, and send reminders to ensure a complete review cycle without the administrative burden.
Employee self-service
Our employee self-service portal empowers employees to submit their time off requests, which are automatically routed to the appropriate manager thanks to customizable approval workflows. Omni also seamlessly integrates with your team’s favorite work tools, such as Slack, enabling managers to manage time off approvals with a simple push of a button. With automated calculations, employees and managers can easily view leave balances in real-time and track how many vacation days they have left without having to go through HR.
Paired with our user-friendly mobile application, managers can approve and communicate on-the-go, making leave and benefits management easier than ever.
Key Features
Comprehensive HR management: Covers hiring, onboarding, payroll, leave management, performance reviews, and employee records in one platform.
Tailored for Asian businesses: Supports multi-language functionality and ensures compliance with local tax and labor laws.
Automated workflows: Customizable workflows for leave requests, approvals, performance reviews, and other routine tasks.
Cross-border payroll support: Built-in local tax calculators, statutory reporting, and multi-currency payroll processing for multinational purposes.
Data insights and reporting: Provides actionable insights through automated graphs and reports for better decision-making.
User-friendly interface: Intuitive design ensures quick adoption without extensive training.
Pricing
Free trial for 7 days
Essential plan: USD3 per employee/month
Growth plan: USD 7 per employee/month
Pro plan: USD 9 per employee/month
Custom pricing based on specific requirements
Workday
Workday is a robust cloud-based HR and finance platform for midsize to large enterprises. It combines HR, payroll, talent management, and analytics into one system, known for its real-time insights, seamless integrations, and user-friendly interface.
Key Features
Human Capital Management (HCM) for core HR functions
Payroll and benefits administration
Skill-based recruiting and employee development tools
Advanced analytics for real-time workforce insights
Pricing
Custom pricing based on business requirements; typically suited for larger enterprises.
BrioHR
This HRMS streamlines HR processes for businesses across Singapore and Malaysia. It offers end-to-end HR solutions covering the full employee lifecycle, with a strong focus on compliance with local labour laws, data protection standards, and integrated payroll for both markets.
Swingvy is an HR software solution that aims to simplify human resources management for businesses.
Key Features:
Full-suite HR management system
Built-in payroll software
Leave management
Time and attendance
Employee self service
Online and mobile app
Pricing: free trial available, USD 11 per user/month, custom-based pricing based on specific requirements.
BambooHR
BambooHR is a user-friendly, cloud-based HR software designed primarily for small to medium-sized businesses. It focuses on hiring, onboarding and employee data management.
Key Features:
Applicant tracking system (ATS) for recruitment.
Employee records management and self-service portals.
Performance review tools to enhance workforce development.
Time-off tracking and reporting.
Pricing: Custom pricing based on company size; free trial available.
Streamline Your HR Processes with Omni
Choosing the right HRMS software in Singapore is crucial for maintaining compliance, increasing efficiency, and driving business growth.
With Omni's award-winning modules, you'll eliminate the inefficiencies of manual processes that continue to hold back many Singaporean businesses. Omni frees HR teams from administrative cycles by automating the entire end-to-end employee lifecycle — from recruitment and onboarding to employee engagement and payroll — so you can redirect your time to strategic work that directly impacts your business.
Designed specifically to support every aspect of your business, Omni ensures you meet all requirements under Singapore's Employment Act, PDPA, and CPF regulations. Our comprehensive platform offers an intuitive and fully customisable experience that integrates with your team's favourite tools, such as Slack and Google Calendar, for seamless and timely adoption.
Our proven track record spans leading companies across Singapore and APAC — reducing payroll cycle times, cutting data errors, and giving HR teams back the time to focus on people.
1. What is the difference between an HRMS, HRIS, and HRIS system in Singapore?
These terms are used interchangeably in the Singapore market. HRMS (Human Resource Management System) and HRIS (Human Resource Information System) refer to the same category of software — a platform that centralises employee data, automates payroll, and manages compliance. "HRIS system Singapore" is a common search variation for the same thing. Most modern platforms, including Omni, cover payroll, compliance, records, leave, and performance under one roof regardless of the label used.
2. Which HRMS is best for Singapore SMEs?
For SMEs looking for a locally-built HRMS software in Singapore that combines performance management, recruitment, or multi-country payroll, Omni (from $3/emp/mo) provides a significantly broader feature set at a more competitive price. Workday, Swingvy, and BambooHR are less suited to Singapore SMEs — Workday for cost and complexity reasons, Swingvy and BambooHR for limited native Singapore compliance depth.
3. Does HRMS software automatically handle CPF in Singapore?
Yes — for Singapore-native platforms. Omni and BrioHR both handle CPF automatically, calculating employer and employee contributions by age band and residency status and generating the monthly CPF payment file. Workday and BambooHR are global platforms that require additional configuration for CPF. Swingvy's Singapore compliance depth should be verified directly with the vendor.
4. How much does HRMS software cost in Singapore?
Most Singapore HRMS platforms charge between $2 and $15 per employee per month, depending on the tier and features included. Entry-level plans typically cover payroll, leave, and basic records. Full-suite plans covering performance, recruitment, and analytics sit at the higher end. Most Singapore-native platforms are PSG-eligible, meaning eligible SMEs can claim up to 50% subsidy on qualifying plans.
5. How long does HRMS implementation take in Singapore?
With Omni, most Singapore teams go live within four weeks — including data migration, configuration, and team training with a dedicated implementation specialist. Simpler SME-focused platforms can go live in as little as two weeks. Larger enterprise deployments typically take longer depending on complexity and data volume.
6. What Singapore compliance obligations must an HRMS support?
A Singapore-compliant HRMS must handle CPF (Central Provident Fund) contributions, SDL (Skills Development Levy), FWL (Foreign Worker Levy) for Work Permit and S Pass holders, IR8A and IR21 IRAS filings, and PDPA (Personal Data Protection Act) data handling requirements. It should also stay current with MOM leave entitlement rules under the Employment Act, which are updated periodically.
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