Key Takeaways
- ChartHop pricing uses a modular model: the first core module costs $8 per employee per month, and each additional module costs $4 per employee per month.
- The plan, which includes core modules, requires a minimum annual contract size of $9,000, with one-time implementation fees scoped separately.
- ChartHop Basic costs $2 per employee per month, with no minimum contract size and no implementation fee, making it a flexible entry-level option.
- ChartHop consolidates all employee, people, and HR data into a unified platform, replacing multiple HR systems and enabling teams to make data-driven decisions.
- The platform provides visibility into organizational charts, compensation workflows, headcount planning, and performance cycles, supporting the evolving needs of businesses and global organizations.
Overview of ChartHop
This section will help you understand exactly what ChartHop is and how its key features can benefit your business.
What Is ChartHop?
ChartHop is a people operations platform that enables HR teams and leaders to centralize employee data, streamline workflows, and visualize organizational charts in real time. Instead of relying on fragmented tools, spreadsheets, or multiple systems, ChartHop brings essential HR processes into a single, unified platform. This enhances clarity around team structures, compensation insights, people metrics, and operational forecasting, helping organizations transition from reactive HR tasks to proactive, informed planning.
ChartHop is designed for companies seeking to consolidate their HR software, enhance visibility, and leverage connected business data to inform strategic decisions, rather than relying on disconnected systems.
Core Features And Functionality
Here are the main features that work together to simplify processes, centralize people data, and replace disjointed HR workflows.
Employee Recognition
ChartHop supports structured recognition, ensuring achievements and milestones remain visible across the organization, thereby improving visibility and morale.
Employee Reward Programs
Teams can streamline raises and promotions by using automated, branded compensation letters that pull in employee data and present it in clear, consistent templates, making reward communication more transparent and effective.
Employee Incentives
Organizations can support fair reward decisions by managing incentive changes transparently, with budget context and review history available during compensation discussions.
Integration With Popular Platforms
ChartHop integrates with payroll, ATS, and collaboration platforms, eliminating duplication and manual updates. ChartHop’s integration capabilities help HR teams maintain consistent employee data across multiple systems.
Automation For Milestone Celebrations
ChartHop automates key lifecycle events, such as anniversaries and onboarding checkpoints, through dashboard and calendar visibility, thereby reducing manual administrative effort.
Robust Reporting And Data Visibility
ChartHop provides dashboards that reveal trends, offer historical views, provide forecasts, and utilize AI-powered insights to support data-driven decisions. This includes visibility into engagement data, role changes, and compensation history.
ChartHop Plans And Pricing: A Detailed Overview
Here’s the pricing structure as it appears on the ChartHop pricing page:
- First core module: $8 per employee per month.
- Additional core modules: $4 per employee per month.
- Minimum contract size: $9,000 per year.
- Implementation costs: One-time implementation fees are defined separately.
- ChartHop Basic: $2 per employee per month, with no minimum contract size or implementation fee.
Pricing depends on the size of the organization, chosen features, and specific business needs, instead of a fixed tier structure. Companies can select and combine core modules based on what they require. This modular approach lets ChartHop customers add functionality as needed, without paying for features they don’t use.
ChartHop Core Modules
Below, we provide a comparison of ChartHop’s core modules:
Module
Description
Example Use Case
HRIS
Centralizes employee data and people data in a unified platform, with features such as:
- Onboarding and offboarding.
- Payroll sync.
- Time-off management.
- Employee resources.
- AI-powered insights.
Helps replace traditional organizational charts and multiple HR systems by improving visibility and reducing operational fragmentation.
Compensation
Supports:
- Compensation cycle configuration.
- Visual compensation letters.
- Secure collaboration.
- Budgeting visibility.
- Review history for fair reward decisions.
Structured compensation cycles that improve pay transparency and align decisions with business needs.
Headcount Planning
Enables:
- Scenario planning.
- Forecasting.
- Alignment with budgets.
- Pushing open roles directly to an ATS.
Strategic headcount planning and capacity modeling to support evolving business priorities.
Performance
Provides:
- 360-degree performance reviews.
- Continuous tracking.
- Best-practice templates.
- Centralized performance history within organizational charts.
Growth and development tracking that helps leaders reveal trends and link performance insights to planning.
Engagement
Offers:
- Anonymous surveys.
- AI summaries.
- Slack recognition.
- Lifecycle listening tools that consolidate engagement data for actionable insight.
Understanding retention trends and improving employee sentiment visibility across dynamic organizational charts.
This connected structure helps HR and finance teams use the same organizational charts and business data. This ensures they are aligned in planning, compensation, engagement, and headcount planning. It replaces separate spreadsheets and different systems. With ChartHop, customers can make unified, data-driven decisions.
ChartHop Use Cases
Organizations turn to ChartHop when they need to improve visibility, unify people data, and support strategic workforce planning. Key use cases include:
- Replacing multiple HR systems and spreadsheets with a single, unified data source.
- Gaining visibility into global, distributed teams and organizational structures.
- Modeling future hiring needs with accurate headcount planning.
- Using dynamic, interactive organizational charts instead of static diagrams.
- Supporting leaders with strategic planning tools that adapt to evolving business needs.
- Enhancing the collaboration between HR and finance teams with scenario-based budgeting and shared transparency.
- Consolidating engagement data, compensation information, and performance reviews into one platform.
Pros And Cons Of Using ChartHop
Pros
- Consolidates multiple systems into one unified platform.
- Modular pricing allows scaling based on usage and business stage.
- Strong visual tools for organizational charts and planning.
- Robust reporting that helps teams reveal trends.
- Integrates well with HR and finance workflows.
- Supports structured performance and pay processes.
Cons
- The minimum contract size may be too high for very small teams.
- There is an onboarding process, and the costs of implementation are estimated separately.
- As you add more modules, the complexity increases, so internal support for changes is needed.
How To Decide Which Plan Is Right For You?
Choose the right plan by considering the following:
- Company size relative to the minimum contract size.
- How many core modules are needed immediately, and which are needed later?
- Integration needs across HR teams.
- Whether visibility and planning outweigh the cost of cheaper tools.
- Centralization is necessary for employee data, engagement, compensation, and headcount planning.
- Readiness for structured processes replacing manual workflows.
For organizations with rapid growth or distributed structures, ChartHop’s flexibility and visibility are likely to justify the investment. If you still haven’t found what you’re looking for in a workforce management platform, that’s okay. There are plenty of other options out there, and we’ve collected the top ones in our workforce management software directory. There, you can compare the ones you see fit and make an informed final decision based on pricing, features, and reviews.
References
ChartHop
ChartHop Reviews – Pricing, Pros/Cons, User Reviews
ChartHop Software Review 2026: Features, Integrations, Pros & Cons
G2 – ChartHop
ChartHop’s HR Analytics Solution (Review) – 2025
Vendr – ChartHop
ChartHop – Compensation Reviews
FAQs About ChartHop Pricing
What is ChartHop’s pricing model?
ChartHop uses a per-employee per-month model based on selected functionality. The first core module costs $8 per employee per month, and additional modules cost $4 per PEPM.
How much does ChartHop Basic cost?
ChartHop Basic costs $2 per employee per month with no implementation fees and no minimum contract commitment.
What are the core modules?
ChartHop has five core modules: HRIS, Compensation, Headcount Planning, Performance Management, and Employee Engagement.
Are there hidden or additional costs to watch out for?
Our subscription pricing is clear. However, there are one-time setup fees for core plans. Additionally, there is a minimum contract requirement of $9,000 per year.
Does ChartHop offer a trial or “free” version?
ChartHop Basic offers a free trial option, allowing for an early evaluation without any upfront cost.
