Best HR Software for Hiring and Payroll in Singapore

This guide is built for leaders managing local operations and talent acquisition in Singapore.

• HR and People Ops leaders needing to unify their recruitment and employee management workflows.
• Finance and Payroll managers responsible for strict CPF, IRAS, and MOM compliance.
• Operations directors managing complex shift patterns or hourly workforces.
• Founders and business leaders at growing SMEs looking to digitize their HR stack with government-approved vendors.

A strong vendor fit for this scenario requires deep local compliance and a frictionless hiring experience.

• OSP Readiness — The system should be a GovTech "One-Stop Payroll" vendor, supporting direct-to-agency API filing via GovTech's APEX framework to allow simultaneous data submission to IRAS, CPF Board, and MOM.[01]
• Native ATS capabilities — Job requisitions, candidate tracking, and automated onboarding should live in the same system as payroll.
• Automated statutory calculations — The software must automatically handle complex CPF tiers, Skills Development Levy (SDL), and Self-Help Group (SHG) contributions.
• Seamless data flow — Successful hires should convert to employee records with one click, automatically pushing salary and bank details to payroll.
• Tax filing support — Built-in support for the Auto-Inclusion Scheme (AIS) to handle annual IR8A tax filings effortlessly.

Choose Employment Hero if…

• You want a seamless, all-in-one flow from candidate sourcing to payroll.
• You value a modern, user-friendly interface for your employees.
• You plan to hire internationally and need Employer of Record (EOR) capabilities.

Choose QuickHR if…

• You operate in a regulated industry requiring ISO 27001 certification.
• You manage complex workforce types, such as foreign workers with varying levies.
• You need deep, granular control over multi-currency and varying pay cycles.

Choose JustLogin if…

• You want to leverage modern ATS features to speed up candidate screening.
• You prioritize a mobile-first experience for employee self-service.
• You prefer to build your HR stack modularly.

Choose Info-Tech if…

• You manage retail, F&B, or manufacturing teams with hourly or shift-based workers.
• You need time and attendance tracking integrated directly into payroll.
• You are highly budget-conscious and want maximum feature density for the price.

Singapore's HR technology landscape is defined by a "compliance-first" architecture. Unlike markets where payroll can be loosely managed, Singapore requires strict adherence to Central Provident Fund (CPF) calculations. Statutory software must automate the calculation of CPF tiers based on age, residency, and wage band ceilings. Additionally, the Ministry of Manpower (MOM) mandates detailed, itemized payslips; compliant software automates these generations securely.

The most critical recent development is the GovTech-led One-Stop Payroll (OSP) initiative. OSP uses APEX APIs to allow simultaneous submission to CPFB, IRAS, and MOM directly from payroll software. GovTech's pilot officially completed in December 2023, centralizing the API gateway for these agencies. Furthermore, built-in support for the Auto-Inclusion Scheme (AIS) enables vendors to natively transmit annual IR8A salary data directly to the Inland Revenue Authority of Singapore (IRAS).

Pricing for HR and payroll software in Singapore is highly competitive and often structured on a per-employee, per-month basis. SaaS HR pricing in Singapore is predominantly billed on a "Per Employee Per Month" (PEPM) basis.

Rule of thumb: Hidden Minimums — Many top vendors (e.g., Talenox) enforce minimum monthly billing thresholds (e.g., SGD 38 to SGD 100+), regardless of actual headcount. Always append "minimum monthly fees apply" to per-employee SaaS pricing in Singapore. Local grants (e.g., Productivity Solutions Grant) can subsidize up to 50%–70% of approved software costs for eligible SMEs. Budget/Operational suites: Base-level payroll modules generally start at SGD 2 to SGD 6 PEPM. Mid-market/Modular suites: Standard payroll and leave modules typically cost SGD 5 to SGD 10 PEPM. All-in-one/Enterprise suites: Comprehensive platforms that include native recruitment, performance management, and advanced reporting generally range from SGD 10 to SGD 20+ PEPM.

This page is a scenario-specific ranking based on the shared research and the criteria most relevant to this buying situation. We weighted: Recruitment capabilities — The presence and quality of a native Applicant Tracking System (ATS) to support active hiring. Payroll compliance — Adherence to Singaporean regulations, including CPF, IRAS, MOM, and OSP readiness. Workflow integration — The seamlessness of converting a successful candidate into a paid employee without manual data entry. Operational fit — How well the software supports different workforce types, from white-collar offices to shift-based retail.

Important limitations: Pricing estimates are based on available research and may vary based on contract size, region, or specific module bundles. Government grants (like the PSG) can alter the final cost of local software significantly but are subject to eligibility. This is not legal advice.

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