Humanforce named major contender in two Everest tests
Thu, 24th Sep 2026 (Today)
Humanforce has been named a Major Contender in two 2026 Everest Group assessments and ranked highest among Major Contenders for vision and capability in workforce management.
The Australian workforce management and human capital management software provider was recognised in Everest Group's Workforce Management Products PEAK Matrix Assessment 2026 and Human Capital Management Platforms Mid-market PEAK Matrix Assessment 2026.
The dual listing places Humanforce in both the workforce management and broader HCM software categories as it seeks to extend its position beyond scheduling and compliance tools into payroll, HR, talent, learning, benefits and analytics.
Everest Group also positioned Humanforce as the highest Australian-headquartered provider in workforce management among the Major Contender cohort, according to Humanforce.
Platform expansion
Humanforce has spent much of its history serving organisations with shift-based and regulated workforces, particularly in sectors where staffing levels, award interpretation, pay accuracy and labour compliance are central to daily operations.
Its customer base includes employers in aged care, childcare, healthcare, hospitality, retail, travel, events and stadium operations. Humanforce says more than 1,500 customers and one million employees use its products across more than 90 countries.
The business built its offering around workforce management software, but now brings payroll, HR, talent, learning, benefits, AI and analytics together on a single platform. It also offers Humanforce Connect, a product designed to manage staffing fulfilment across internal labour pools, talent marketplaces, agencies and vendors.
That positioning reflects a broader shift in the software market, as providers that began with point solutions in rostering, time and attendance, or payroll try to sell integrated suites to employers looking to reduce system complexity.
In sectors with high staff turnover, irregular hours and tight regulation, software buying decisions often depend on whether systems can link hiring, onboarding, scheduling and pay without heavy manual intervention.
Clayton Pyne, Chief Executive Officer of Humanforce, made that case in describing the company's latest positioning. "Humanforce has spent 24 years solving the complexity of shift-based work. Compliance has always been part of our DNA, and we have built on that foundation to create a broader HCM platform that combines trusted workforce operations with AI, analytics and a stronger frontline employee experience," Pyne said.
He added: "For our customers, that means connecting the entire frontline journey, from hiring, onboarding and learning to scheduling, compliance, engagement, benefits and pay. Whether rostering an aged care home, maintaining staffing ratios across childcare centres or filling thousands of shifts at a stadium, the platform helps organisations manage complex work with greater confidence and productivity.
"Recognition in both assessments validates our focus on building a broader HCM platform around the realities of frontline work. Everest Group's positioning of Humanforce highest among Major Contenders for workforce management vision and capability reflects the depth of the workforce management foundation underpinning that platform."
AI and rules
A central part of Humanforce's pitch is that artificial intelligence in workforce systems should sit on top of a rules-based system of record, particularly where employment law, awards and compliance settings affect pay and rostering decisions.
Its AI and analytics tools are intended to support demand forecasting, schedule optimisation, risk identification and assessment of likely cost and compliance effects. The framing is aimed at employers that want to use AI in operations while limiting the risk of opaque or inconsistent decision-making in regulated environments.
Luke Bongiorno, Chief Product and Technology Officer of Humanforce, said the company sees a connected system as a way to reduce the need for employers to patch together separate software products. "Frontline organisations should not have to stitch specialist workforce management and generalist HR systems together," Bongiorno said.
He added: "A connected frontline HCM platform gives workforce operators greater control of coverage, productivity and labour cost; payroll managers confidence in accurate, compliant pay; and HR directors and talent leaders a consistent employee experience and clearer view of workforce capacity and skills. It also gives AI the trusted data, operational context, rules and guardrails needed to support better decisions."
Customer view
One customer cited by Humanforce was Regis Aged Care, which uses the software in a sector where staffing levels, award compliance and labour visibility are closely watched by operators and regulators.
Dr Imtiaz Bhayat, Chief Information Officer of Regis Aged Care, said the company valued a model that applies AI to workforce data already tied to operational and compliance rules. "We see the greatest value from AI when it works with trusted workforce data, compliance rules and real operational context," Bhayat said.
He added: "Humanforce's approach builds intelligence on that trusted workforce foundation, something we leverage to give our teams real-time insight and support better decisions across our homes. After 15 years as a Humanforce customer, that is the kind of practical, responsible AI innovation we want from a long-term partner."
Founded in 2002, Humanforce has offices in Australia, New Zealand, the United Kingdom, the Philippines and the United States.