Globalization Partners User Management Guide

• Model type: role-based
• Description: G-P Meridian platform uses role-based access control. Specific role names, permission boundaries, and plan requirements are not publicly documented in accessible help articles.
• Custom roles: Unknown
• Custom roles plan: Not documented
• Granularity: Not documented

1. Sign in to the G-P Meridian customer workspace with administrative access.
2. Open the employer-side user administration area in the platform.
3. Invite the new internal user with their work email address and assign the appropriate access level for payroll, contractor, or employer-of-record workflows.
4. If SSO is enabled with Okta or Entra ID, confirm the user is also assigned in the IdP so authentication succeeds.
5. Validate that the invited user can access only the countries, worker records, and workflows required for their job.

Required fields: Work email address, Access level or role

Watch out for:

• Help center articles covering user invitation and provisioning steps are gated behind authenticated login; steps cannot be verified from public documentation.
• No native SCIM provisioning is documented; automated user provisioning via Okta or Entra ID relies on SSO only, not directory sync.
• SSO is listed as a prerequisite for any IdP-based access; SSO availability tier is not publicly confirmed.

• Can delete users: Unknown
• Delete/deactivate behavior: No public documentation confirms whether user accounts can be fully deleted or only deactivated within the G-P Meridian platform.

1. Open the departing user's record from the G-P Meridian user administration area.
2. Deactivate the user's platform access or remove them from the employer workspace.
3. If SSO is enabled, revoke the user's assignment in Okta or Entra ID as part of the same offboarding flow.
4. Verify that the user no longer has access to worker, payroll, and compliance records after removal.

Watch out for:

• User removal procedures are not publicly documented; customers should consult their G-P account manager or support for offboarding steps.
• Because G-P manages employer-of-record compliance records, deactivating a platform user may not affect underlying employment or payroll records tied to that user.

• Where to check usage: Not documented
• How to identify unused seats: Not documented
• Billing notes: Pricing is per employed/contracted worker, not per platform seat/admin user. Volume discounts of 15–25% reported for 50+ hires. Add-ons (background checks, visa processing, recruiting) billed separately. Platform admin user seats do not appear to be separately licensed based on available public information.

G-P pricing is per worker, not per admin seat: contractor management runs $39/person/month, while EOR services start at $699+/person/month (or roughly 10–20% of salary) with a 12-month minimum commitment. Volume discounts of 15–25% are reported for 50+ hires. Add-ons - background checks, visa processing, recruiting - are billed separately.

SSO is supported for Okta and Microsoft Entra ID, but directory sync is not confirmed, meaning provisioning overhead falls on administrators manually.

G2 and Capterra reviewers flag the Meridian platform interface as difficult to navigate when managing records across multiple countries. Support response times for access and permission issues are a recurring complaint.

Reviewers also note limited self-service configuration, meaning administrative changes often require opening a support ticket rather than resolving in-platform. The absence of native SCIM is a consistent pain point for IT teams expecting standard directory sync behavior.

Common complaints:

• G2 and Capterra reviewers note that the G-P Meridian platform interface can be difficult to navigate, particularly for managing multiple employee records across countries.
• Some users report slow response times from support when resolving platform access or permission issues.
• Reviewers note limited self-service configuration options within the platform, requiring G-P support involvement for certain administrative changes.
• No native SCIM support means IT teams cannot automate user lifecycle management through standard directory sync tools like Okta Lifecycle Management or Entra ID provisioning.

G-P is a strong operational fit for companies hiring internationally who can absorb compliance and payroll complexity into a managed service.

However, every app in a modern SaaS stack that expects SCIM-based provisioning will hit a gap here - there is no public SCIM endpoint, no confirmed delete/deactivate distinction, and no self-serve admin path documented publicly.

Provisioning and deprovisioning depend on manual coordination or HRIS integrations (Workday, BambooHR, ADP, Personio, UKG, SAP SuccessFactors, Greenhouse, HiBob) rather than IdP-native tooling. Teams with strict joiner-mover-leaver automation requirements should confirm SCIM roadmap status directly with G-P before committing.

Bottom line

Globalization Partners is purpose-built for international employment compliance, not for IT-managed access control.

Every app in a modern SaaS stack that expects SCIM-based provisioning will hit a gap here - there is no public SCIM endpoint, no documented delete/deactivate distinction, and no self-serve admin path confirmed in public documentation.

Teams should treat G-P as an HR and legal operations tool, route access questions through their account manager, and not assume IdP automation will cover the user lifecycle.