Best HR Software for Healthcare in 2026

Last Updated: February 2026

Why Healthcare HR Software Requires Specialized Solutions

Healthcare organizations face HR challenges unlike any other industry. Between continuous 24/7 staffing requirements, stringent credential and licensure tracking, HIPAA compliance for employee data, complex shift differentials (night, weekend, on-call), and the critical need to prevent coverage gaps that could compromise patient care—generic HR software simply isn't equipped to handle the stakes.

Healthcare-specific HR software must excel at:

⚠️ Critical Note: In healthcare, HR mistakes don't just cost money—they can impact patient safety. Deploying an unlicensed provider or missing shift coverage can have life-threatening consequences. Choose software built specifically for healthcare's unique compliance and operational demands.

Top 5 HR Software Solutions for Healthcare

1. Symplr — Best for Enterprise Credential Management

Pricing: Custom enterprise pricing | Website: symplr.com

Symplr is the gold standard for healthcare credentialing and compliance, trusted by 9 out of 10 U.S. hospitals. Their unified platform combines credentialing, workforce management, and compliance into one AI-driven solution.

✅ Pros

  • Industry-leading credential verification (30+ years expertise)
  • Primary source verification with direct API connections to licensing boards
  • Automated expiration monitoring and renewal reminders
  • Full provider lifecycle management (credentialing to privileging)
  • CMS, NCQA, and Joint Commission compliance built-in
  • Delegated credentialing verification services available
  • Unified platform with workforce, quality, and compliance modules
  • Exceptional support and implementation team

❌ Cons

  • Enterprise pricing (significant investment)
  • Best suited for hospitals/health systems (may be overkill for small practices)
  • Implementation is comprehensive but time-intensive (3-6 months)
  • Scheduling features less advanced than dedicated workforce tools
  • Requires dedicated admin resources to maximize value

Best for: Hospitals, health systems, and large medical groups (100+ providers) where credentialing complexity and regulatory compliance are mission-critical.

2. OnShift — Best for Senior Care & Long-Term Care Facilities

Pricing: Custom pricing based on facility size | Website: onshift.com

OnShift specializes in post-acute and senior care staffing challenges, offering scheduling, recruiting, and engagement tools specifically designed for nursing homes, assisted living, and home health.

✅ Pros

  • Purpose-built for long-term care and senior living
  • Integrated recruiting, scheduling, and engagement platform
  • Mobile-first interface for frontline caregivers
  • Automated open shift notifications to qualified staff
  • Census-based scheduling to match staffing to patient acuity
  • Credential tracking with automatic alerts
  • Strong analytics on labor costs and overtime trends
  • Reduces agency/temp staff dependency

❌ Cons

  • Specialized for senior care (less ideal for acute hospitals)
  • Limited primary source verification compared to Symplr
  • Smaller integration ecosystem than larger HRIS platforms
  • Payroll requires third-party integration
  • Some users report learning curve for administrators

Best for: Nursing homes, assisted living facilities, memory care units, and home health agencies struggling with shift coverage and caregiver retention.

3. Paylocity — Best All-in-One HR for Mid-Size Healthcare

Pricing: Custom pricing (~$50-150 per employee/year) | Website: paylocity.com

Paylocity delivers comprehensive HR, payroll, and talent management with healthcare-specific features including credential tracking, shift differential management, and benefits administration.

✅ Pros

  • True all-in-one platform (payroll, time, scheduling, benefits, recruiting)
  • Automated shift differential calculations (night, weekend, on-call)
  • Credential and license tracking with expiration alerts
  • Strong benefits administration (crucial for healthcare employers)
  • Modern, intuitive interface
  • Excellent mobile app for clinicians
  • Robust reporting and analytics dashboards
  • Dedicated implementation and support teams

❌ Cons

  • Not healthcare-exclusive (fewer specialized features than Symplr)
  • Credential verification requires manual uploads (no PSV integration)
  • Scheduling features adequate but not as advanced as OnShift
  • Best fit for 100-1000 employees (larger may need UKG or Symplr)
  • Some advanced features require higher-tier packages

Best for: Medical practices, outpatient clinics, dental groups, and mid-size healthcare organizations (100-1000 employees) wanting a unified HR/payroll solution with healthcare capabilities.

4. UKG (Ultimate Kronos Group) — Best for Large Healthcare Systems

Pricing: Custom enterprise pricing | Website: ukg.com

UKG offers enterprise-grade workforce management and HCM tailored for healthcare, with deep scheduling capabilities, advanced timekeeping, and comprehensive compliance features.

✅ Pros

  • Enterprise scalability (handles multi-facility health systems)
  • Advanced scheduling with predictive analytics and AI optimization
  • Sophisticated shift bidding and self-scheduling options
  • Comprehensive timekeeping with mobile clock options
  • Float pool and per diem management
  • Union contract and collective bargaining agreement support
  • Robust integration ecosystem
  • Strong analytics for labor cost optimization

❌ Cons

  • Premium enterprise pricing
  • Complex implementation (4-12 months)
  • Credential management less comprehensive than Symplr
  • Steep learning curve for administrators
  • Some legacy interface elements (post-merger integration)
  • Overkill for small practices

Best for: Large hospital systems, academic medical centers, and integrated delivery networks (1000+ employees) needing advanced workforce optimization and enterprise capabilities.

5. ShiftMed — Best for Flexible Staffing & Per Diem

Pricing: Pay-per-shift model (facilities pay per filled shift) | Website: shiftmed.com

ShiftMed operates as a digital staffing marketplace connecting healthcare facilities with credentialed W-2 professionals for per diem and flexible shifts—an innovative alternative to traditional staffing agencies.

✅ Pros

  • Dramatically reduces agency staffing costs (30-40% savings)
  • Large network of pre-credentialed healthcare professionals
  • Real-time shift posting and immediate fill notifications
  • W-2 employees (not contractors) for better quality control
  • No subscription fees—pay only for shifts filled
  • Credential verification included
  • Same-day shift coverage possible
  • Reduces administrative burden of managing per diem pool

❌ Cons

  • Not a full HRIS (focused on supplemental staffing only)
  • Availability varies by market/location
  • Doesn't replace core HR/scheduling systems
  • Per-shift costs higher than regular employees (but less than agencies)
  • Limited to certain clinical roles (RN, LPN, CNA, PT, OT, etc.)
  • Less control over who accepts shifts

Best for: Healthcare facilities struggling with last-minute callouts, high agency spending, or seasonal census fluctuations—use as a supplement to primary HR systems.

Feature Comparison Table

Feature Symplr OnShift Paylocity UKG ShiftMed
Pricing Model Custom enterprise Custom facility ~$50-150/EE/yr Custom enterprise Pay-per-shift
Credential Verification ⭐⭐⭐⭐⭐ (PSV) ⭐⭐⭐⭐ ⭐⭐⭐ ⭐⭐⭐ ⭐⭐⭐⭐
24/7 Shift Scheduling ⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐
HIPAA Compliance ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐
Shift Differential Tracking ⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐
Built-in Payroll ❌ (integrations) ❌ (integrations) ✅ ✅ ✅ (W-2)
Float Pool Management ⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐ ⭐⭐⭐⭐⭐ N/A (external)
Census-Based Scheduling ⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐
Mobile App Quality ⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐⭐
Regulatory Compliance ⭐⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐ ⭐⭐⭐⭐⭐ ⭐⭐⭐
Best For Hospital credentialing Senior/LTC facilities Mid-size healthcare Large health systems Supplemental staffing

How to Choose the Right HR Software for Your Healthcare Organization

Healthcare HR software selection requires careful consideration of your facility type, size, and specific operational challenges:

1. Identify Your Facility Type and Priorities

2. Assess Your Credentialing Complexity

3. Evaluate Shift Scheduling Requirements

4. Consider Your IT Resources and Integration Needs

Healthcare HR systems must integrate with your existing technology:

5. Calculate Total Cost Including Hidden Factors

6. Verify Compliance and Security Standards

Non-negotiable requirements for healthcare HR software:

Frequently Asked Questions

How does primary source verification work, and do I need it?

Primary source verification (PSV) means directly confirming credentials with the issuing authority (medical board, certification body, education institution) rather than accepting copies. Symplr automates this with direct API connections. You need PSV if you credential physicians, advanced practitioners, or participate in insurance networks requiring NCQA or CMS compliance. For basic nursing or allied health roles, manual verification is often sufficient.

Can these systems prevent fatigue-related scheduling issues?

Yes—OnShift, UKG, and Paylocity include fatigue management features that flag excessive consecutive shifts, insufficient rest periods between shifts, and overtime patterns. You can set rules preventing unsafe scheduling (e.g., no more than 6 consecutive 12-hour shifts, minimum 8 hours between shifts). This protects both patient safety and regulatory compliance.

How do shift differential calculations work across night, weekend, and charge roles?

Paylocity and UKG excel at complex differential logic. You configure rules (e.g., +$5/hour for 7pm-7am, +$3/hour weekends, +$4/hour charge nurse premium) and the system automatically calculates based on actual clock-in times. These stack (so a charge nurse working Saturday night gets all three premiums). The calculations flow directly to payroll, eliminating manual adjustment errors.

What happens if a clinician's license expires?

All platforms send escalating alerts before expiration (typically 90, 60, 30 days). Symplr goes further by automatically blocking credentialing approval if licenses expire. OnShift can prevent expired staff from claiming shifts. You can also configure automatic email reminders to both the employee and their manager. Always maintain a manual review process as a backup.

Can I track immunization records and COVID vaccination status?

Yes, all platforms support custom credential fields for immunizations (MMR, Tdap, flu, COVID, etc.). Symplr and Paylocity offer dedicated immunization tracking modules with expiration alerts (e.g., annual flu shots). You can also flag employees as non-compliant and prevent scheduling until immunizations are current. Ensure your solution maintains HIPAA-compliant storage of this sensitive health information.

How does census-based scheduling work for hospitals and nursing homes?

OnShift pioneered this for long-term care—you input daily census (patient count) and acuity level, and the system recommends appropriate nurse-to-patient ratios. You can set minimum staffing levels that trigger alerts if schedules don't meet requirements. UKG offers similar features for acute care. This prevents both overstaffing (wasted labor) and understaffing (safety risk and compliance violations).

What's the difference between using ShiftMed vs. traditional staffing agencies?

Traditional agencies mark up rates 50-100%, while ShiftMed's rates are typically 30-40% less. ShiftMed professionals are W-2 employees (not contractors), providing better consistency. You post shifts directly and see who claims them, versus agencies sending whoever is available. The trade-off: agencies guarantee fills; ShiftMed doesn't (though fill rates average 85-95% in most markets). Many facilities use ShiftMed to reduce agency dependency gradually.

Can these systems handle union contracts and collective bargaining agreements?

UKG is the strongest here, with built-in union contract management including seniority-based scheduling, shift bidding, mandatory overtime rotation, and complex break rules. Paylocity handles basic union features adequately. OnShift and Symplr have more limited union capabilities. If you have complex union environments, make union compliance a key evaluation criterion and request specific demos.

How long does implementation take for healthcare HR software?

Timelines vary significantly: ShiftMed can be operational in 1-2 weeks (minimal IT lift). Paylocity typically takes 4-8 weeks for full implementation including payroll conversion. OnShift averages 6-12 weeks depending on facility count. Symplr and UKG require 3-12 months for comprehensive enterprise implementations. Factor in credential data migration time—this is often the longest piece.

Final Recommendation

For hospitals and health systems where provider credentialing is mission-critical, Symplr is the industry-standard choice despite the investment—credential verification errors can have catastrophic consequences that far outweigh the cost.

Nursing homes and long-term care facilities will find OnShift delivers the best ROI with features specifically designed for their unique census-driven staffing challenges and caregiver retention issues.

Medical practices, outpatient clinics, and mid-size healthcare organizations (100-1000 employees) should seriously consider Paylocity for its comprehensive all-in-one platform that handles payroll, scheduling, credentials, and benefits without breaking the budget.

Large academic medical centers and integrated delivery networks will appreciate UKG's enterprise scalability, sophisticated scheduling optimization, and workforce analytics—though be prepared for the complexity and cost.

And any healthcare facility struggling with last-minute callouts and high agency costs should pilot ShiftMed as a supplemental solution alongside their primary HR system—the cost savings typically pay for themselves within the first month.

Remember: in healthcare, HR software isn't just about efficiency—it directly impacts patient care quality and safety. Invest in solutions built for healthcare's unique requirements, involve clinical leadership in the selection process, and never compromise on credential verification and compliance capabilities.

Disclaimer: Pricing and features are accurate as of February 2026 but may change. Healthcare regulations vary by state and facility type—verify all compliance features with legal counsel and your compliance officer before implementing.