{"id":25543,"date":"2026-10-26T09:48:19","date_gmt":"2026-10-26T09:48:19","guid":{"rendered":"https:\/\/akriviahcm.com\/blog\/?p=25543"},"modified":"2026-11-04T09:50:06","modified_gmt":"2026-11-04T09:50:06","slug":"hr-software-philippines-200-to-500-employees","status":"publish","type":"post","link":"https:\/\/akriviahcm.com\/blog\/hr-software-philippines-200-to-500-employees","title":{"rendered":"Top HR Software in the Philippines for 200\u2013500 Employees"},"content":{"rendered":"


\nPicture a Philippine company with 320 employees. Head office in Makati, a distribution centre in Cebu, a few branches in Davao and Pampanga. Payroll runs twice a month. Every month brings SSS, PhilHealth and Pag-IBIG remittances, and every December brings the 13th month pay. The HR team of five is competent, but it is spending most of its week moving data between a payroll tool, an attendance tool and a folder of spreadsheets.<\/span>\u00a0<\/span><\/p>\n

This is the squeeze that defines HR software in the Philippines for 200 to 500 employees. The entry-level tools these teams adopt early start to creak, yet an enterprise suite like SAP SuccessFactors costs more and takes longer than the company can justify. This guide compares the HRIS for mid-size companies in the Philippines that an employer is most likely to shortlist, starting with the one designed for this stage, and explains what to test before you sign.<\/span>\u00a0<\/span><\/p>\n

What changes when a company passes 200 employees<\/h2>\n

Below 100 people, an owner or a single HR officer can hold the whole picture in their head. Between 200 and 500, the work becomes a system. These are the requirements that start to matter.<\/span>\u00a0<\/span><\/p>\n