HR Software Resources

Where does a setting live when Rippling has HR, payroll, time and benefits all switched on? That's what I've been researching, and the answer admins give is that each module's settings sit in that module's own menus, so finding one means knowing which module owns it, and for rarely used settings, asking support. Time off balances and booked time are the areas people ask about most, and the more modules an account activates, the more options each menu holds.

Reading G2 reviews, the menus come up most for new admins and occasional users, while daily users describe clear tabs and dropdowns. In core HR, the deciding factor seems to be how many jobs one admin covers. Someone who runs onboarding, payroll and benefits gets real value from having them in one place, and the learning happens once; someone who touches one module occasionally carries the breadth without using most of it.

For admins who use it daily:

• Which module's settings took you longest to learn?
• Do you bookmark the pages you use most?

And for anyone training a new admin:

• How do you explain where time off balances live?
• What do you show them in the first week?

Did it settle into routine after the first couple of months?

Employee self-onboarding is one of the features people rate highly in RUN Powered by ADP, so I've been looking at what admins should send new hires to stop it stalling on missing access details. Going by G2 reviews, the stalls come from gaps at the start: the access code to get into the system, a note on which documents to upload, such as a photo ID, and an employee number where the setup asks for one. When one of those is missing, the new hire stops at that step and the admin, or ADP support, picks it up.

For small business payroll, every step a new hire completes is one the owner doesn't, which is most of the value of having onboarding inside the payroll system. RUN suits that well when the welcome note does its job: new hires enter their own details quickly, retirement plan information sits in the ADP mobile app alongside pay, and time tracking is ready from the first day.

Useful to hear from anyone onboarding regularly:

• What do you send a new hire before their first login?
• Which step do people most often stop at?
• Do you set up the employee record before or after they finish their part?
• Has a checklist cut down your follow-up emails?

What's the one item you wish you'd known to send from day one?

I've been trying to work out what helps when RUN Powered by ADP report names don't match what people type into search. Regular users get there by learning each report's exact name; occasional users spend the time matching what they need to what it's called, and searching by a general keyword or category is the change they'd most like. The library behind that search is broad, covering overtime by employee, annual pay, tax and compliance figures, and self-service reports employees pull themselves.

In payroll software for small businesses, the situations seem to split three ways:

1. The same reports every cycle. Once the names are learned, it's a quick search.
2. A one-off request from an accountant. This is where the name matching takes time.
3. A custom report with specific fields or dates. People mention reaching for help here.

That breadth suits businesses that want their compliance and payroll figures in the same system that ran the pay. Going by G2 reviews, the friction is in naming, not in the reports themselves, which makes it a problem a shared list could largely solve.

If you run the same few reports every cycle, which are they and what are they called in RUN? And has anyone found a way to keep their regular reports one click away?