UKG Reviews

• Core HR
• Compensation
• Benefits
• Payroll
• Absences.

• Fun, and easy to use on the cloud portion
• There is a need to manage back-office applications in order to get everything done which is a more complex setting with security not flowing through. Also, complexity in compensation plans is not accommodated. 
• Prorations over more then a pay period is not possible, so allocating mid-hire bonuses prorated will be a manual task to accomplish. 
• System slowdowns and bugs when processing payroll on Mondays and Tuesdays with too much high traffic from other customers. If you are patient, have a simple payroll, other requirements, and no rushes.
• Ultimate is cute and fun. 
• It creates more manual work at a slower pace, fills your week as a user, and as an enterprise you might want to utilize that time elsewhere. Also, the cost for services after implementation is out of this world.

Customer lead was nice!

• Bring all components for HR and payroll to the cloud. 
• Fix timeout issues and slowdowns when all customers are running payroll on Mondays and Tuesdays. 

Full suite.

Correcting gaps in talent/comp as well as reporting compared to other vendors.

Platform configuration.

Reporting and talent suite.

• Payroll and Time Management
• General ledger 
• New department and account numbers for the fiscal year 2019 are mapped. 

It is much easier to use and the customer service is better than our previous solution.  

The most valuable feature is being able to get time management reports which break out reclassified jobs and departments to separate areas of the company. This allows for better tracking of hours spent in certain jobs and where more hours may be needed.

UltiPro Time Management reports are easy to use and manipulate. However, these reports are not pretty. I would like to see more functionality in the next release to be able to get hours and dollars per calendar month rather than just by payroll in the Business Intelligence reports.

We implemented it less than two years ago, but it is already a better solution than ADP.

Payroll would be the primary function.  However, having the HR and T&L module integrated with the payroll system makes my overall job easier. 

One system for all modules makes is easier to administer employee data. The new hire onboarding makes it quick and easy to assign required forms and to see that the forms are completed.

Payroll, P&L, and HR modules. One system for all modules makes is easier to administer employee data. Reports can be customized and downloaded to multiple formats.

The self service benefit enrollment tool could be more user friendly.  Employees that are not computer savvy tend to have more difficulty and require help from the administrator. 

No issues.

No issues.

10 out of 10.

No.

It was straightforward. The type of data requested was not unusual or difficult to gather.

With HR systems, you get what you pay for. Cookie cutter systems have little customization and will typically cost less. However, they have limitations to what the system can do. SuiteHR is not a cookie cutter system and is customized to a business's needs. The pricing is inline with other similar systems.

Yes. Bamboo and ADP.

The system is highly customized.

• Reporting 
• Payroll processing

We are able to report on all HR data with ease. Training is streamlined and data gathering is made easy.

Additional customer support reps are needed.

11 years.

There are always issues when implementing a new solution, but nothing out of the ordinary.

No issues.

No issues.

Customer Service:

Customer service is okay. In some areas, they really excel, and in others, they have room for improvement. They have grown quickly and may need a few more reps to keep up with the high volume.

Technical Support:

The first level of tech support is very out-of-the-box, but once you are past that level, they are very knowledgeable.

Yes, we used Ceridian. Ultimate provided more user-friendly processes and reporting.

No initial setup is straightforward, when moving from one system to another. There is a lot of mapping and back and forth around ensuring what you are doing makes sense.

In-house.

Not applicable.

Know what you want and ask for it.

Yes, but it was long ago and I can't recall.

• Payroll
• Employee self-service
• Manager self-service
• Intuitive
• Ease of use

• Eliminate papers
• Provides employees and managers direct access to their information and the ability to make changes.
• Advanced reporting

Ultimate is growing fast and this has occasionally impacted response time with the customer support team.

One year.

Deployment was extremely successful. I really like the Ultimate model of in-house deployment staff. It eliminates all the finger pointing created by outsourcing implementation.

No issues.

No issues.

Customer Service:

Good. Response times has been a bit slow occasionally.

Technical Support:

Good.

Yes. I switched because I needed a cloud-based system with richer functionality.

The initial setup is very straightforward with the help of Ultimate staff dedicated to the success of the project.

In-house - the best solution by far.

About 18 months.

Negotiate for the best price you can. Make sure you include the number of BI (Cognos) licenses that you will need to perform custom reporting.

SAP, Oracle, ADP, Ceridian, and Fairsail.

This is by far the best solution for the price. A vendor that is solely focused on HR and payroll solutions is perfectly suited for ongoing enhancements ensuring long-term strategy for results.

• The solution is extremely configurable.
• The reporting functionality is fantastic.
• It offers a full suite of integrated HRIS.

The most dramatic impact that I have seen, especially for smaller firms, is a direct, appropriate impact to improve segregation of duties, best practices, and well-defined security roles. This is above and beyond meeting the expectation of consistent, accurate payrolls and reporting.

Like most SaaS providers today, the improvement potential lies in the service offering rather than the product. Prompt, knowledgeable, SME service is a must-have to support product champions. I personally preferred the tiered service solution they had five years ago to the current solution where first level support relays information back and forth between the client and the SME. When the translation is conducted by non-SME support, much is “lost in translation” and this can be very costly, because it is extremely time-consuming and often results in miscommunication.

In total, both in consulting and employee functions, eight years.

As with any implementation, do your homework and be prepared. The implementation team will be ready to advance your solution to production promptly. Engage all appropriate internal teams well in advance of the start of implementation.

Not at all. Ultipro is a steadfast, reliable solution.

Not at all. The product is quite flexible and user-friendly.

Technical support, at the level of true technical SMEs, is fantastic. In my experience, this level of support is very knowledgeable and provides solid solutions.

I have experience implementing Ultipro from a number of different solutions. Ultipro is far and away the leader in SaaS products, especially when a $1M solution is not appropriate. It offers a fully configurable, flexible, integrated solution, with a volume-driven cost point.

Ultipro’s implementation team is flexible and result-driven. They are adaptive to the needs of the client, and offer complex solutions as needed to achieve a successful implementation.

Ultipro is not an altogether frugal solution. However, it does deliver. Additionally, it offers volume-driven flexibility in cost.

I have evaluated many options along with Ultipro, including Workday, ADP, Paycom, PeopleSoft, and Oracle.

Ultipro is the Cadillac SaaS solution, especially when a costly $1M solution is not appropriate.

Payroll processing is very solid. Ultimate handles all tax updates for Federal, State, and Local changes. Gross to net is very straightforward and can be set up in logical steps.

All aspects of the employee lifecycle can be handled within the Ultipro system: Recruiting/onboarding, employment validation, payroll processing, performance plans and reviews, and salary planning. The product was staged to simplify a lot of our separate processes and provide a tool to align our various companies policies.

Benefit administration is probably the weakest part of the system. Open enrollment is not very flexible for different plan designs, nor is the life events process for new hires or qualifying life events.

Since October 2013, I have run all annual W2 information from Ultipro and run open enrollment via the OE product for 2018.

No issues with stability.

No issues.

Ultimate has grown very fast in a very short period of time. They are struggling with keeping up on their support structure, service requests, and help ticket issues.

Our old system was Total HR, which we owned. It was not scalable, and not very compliant because of the flexibility to do whatever you wanted in the data or system. It resided on an obsolete platform, which was not easily secured or could be accessed remotely.

Initial setup was very dependent on what system you were coming from, your previous structure/setup and the expert level of consultants that were used. Our setup was complex as we had to rethink all of the company structure, accounting setup, and process steps. We did hit our go-live date with no check errors from day one.

Ultipro is SaaS and a PEPM fee schedule for the parts of the program that you want to use. Negotiation is the key to getting a good pricing based on what you want to use.

Yes, we did a full RFI and RFP process for Workday, ADP, and PeopleSoft.

Choose your consultants wisely. Pre-plan what you want your organization to look like for HR reporting, as well as financial reporting.