Why your HRIS isn’t working for you?

Struggling with HR software that just doesn’t work for your business in MENA?

HR leaders turn to Human Resource Information Systems (HRIS) with the hope of streamlining operations, ensuring compliance, and creating smooth integrations. But the reality? Too many HRIS solutions end up falling short, leaving teams feeling frustrated. The truth is, most systems come with trade-offs – whether in usability, adaptability, or cost. Here’s why your HRIS might not be cutting it and what you should be looking for instead.

Too complicated to be useful

Let’s face it: a lot of HRIS platforms aren’t exactly user-friendly. They’re often complicated and can make even simple tasks feel like a challenge. Using them can feel like earning a PhD in the system. When things go wrong, functional consultants might call it a “user error” rather than a design flaw. Instead of simplifying HR processes, these systems end up creating more obstacles—ones that only their customer support can solve. And when you need customer support? Well, good luck getting an answer in a timely manner.

Integration shouldn't be this hard

Integration should be a no-brainer for any HRIS – it needs to play nicely with your existing tech stack. Unfortunately, many systems miss the mark in this area, leading to duplicate data entry, inefficiencies, and compliance risks. A well-designed HRIS ensures smooth data flow across payroll, benefits administration, and workforce management tools, keeping everything in sync and running efficiently.

Lack of localisation and high customisation costs

Companies in the MENA region, especially in countries like UAE and KSA, face rapidly changing regulations and evolving workforce needs. But, most HRIS platforms aren’t built to handle this flexibility and adaptability. Customisation and localisation often come with steep costs – sometimes even requiring multiple systems for different countries or entities. This rigidity is a major reason many businesses switch HR providers more often than they’d like. Just recently, we met with a UAE-based company that had to maintain three different systems just to manage compliance across different countries. Each update meant extra costs, delays, and a lot of unnecessary stress.

Payroll processing isn’t one-size-fits-all

Payroll is a complex, multi-day process—no matter how often it's marketed as a one-click solution. The same payroll system used for a multinational with thousands of employees isn’t ideal for a small business with 50 team members. A recent PwC study found that 38% of organisations want to modernise their pay practices. A flexible, performance-based compensation model should be part of the package. And if you operate across multiple countries, why split payroll from your HRIS when tools like Cercli let you pay team members compliantly in 150 countries in multiple currencies?

Speed and adaptability matter more than ever

The MENA region is growing fast – both economically and regulatory-wise. Having a rigid HRIS that takes months to adapt to new UAE labor laws or Saudi Arabia’s GOSI requirements is a liability. Your business needs a system that can evolve alongside you, not one that requires expensive, time-consuming updates for every regulatory change. Plus, those delays could result in costly fines.

Data security and compliance challenges

HR tech handles a mountain of sensitive data, which means security and compliance should be top priorities. With the rise of AI and analytics, you need to ensure your HRIS provider takes data privacy seriously. Look for vendors offering encryption, access controls, regular security audits, and compliance with local regulations to safeguard against potential security risks.

Cutting costs can cost you more

When choosing an HRIS, it’s tempting to prioritise cost savings, especially when every provider promises to be an all-in-one solution (but are they?). The problem is, skimping on functionality in favor of a lower price tag can backfire. HR teams often end up with systems that look great on paper yet fall short in practice. Platforms may win over the finance team with their perceived value or bundled pricing, only to frustrate HR teams with clunky interfaces. Striking the right balance between cost and usability is key to ensuring your platform works for everyone.

What customer support?!

“If an HRIS could just get customer care right, they’d have it made.” It’s a common frustration—and for good reason. Many providers take days to respond, are nearly impossible to reach, and make it feel like getting a real human on the phone is a luxury. And if you're a smaller company? Good luck getting prioritised at all.

Choosing the right HRIS

To avoid these pitfalls, below is your checklist when selecting your HRIS:

• User-friendly experience – Intuitive design that HR teams and team members can actually use.
• Seamless integrations – Syncs effortlessly with accounting, ERP, benefits, and other tools.
• Flexibility & localisation – Adapts to regional regulations without breaking the bank.
• Scalable payroll processing – Works for all teams, locally and remotely, whether in the UAE, Lebanon, or Pakistan.
• Fast compliance updates – Keeps up with evolving labor laws without months of delays.
• Strong security & compliance – Encryption, access controls, and local data protection measures.
• Reliable customer support – Responsive help when you need it, not days later.
• Fair pricing for real value – No hidden costs or trade-offs that leave HR teams frustrated.

You can download the complete HRIS checklist here. By focusing on these key areas, you can move past the frustration of rigid, outdated systems and invest in an HRIS that truly works for your business.

If you're ready to move past fragmented tools, endless spreadsheets, and complicated processes, and switch to one source of truth, talk to Cercli today.