Who is eligible for location-free roles at PepsiCo?

Any PepsiCo employee facing mobility constraints due to dual careers, children's schooling, aging parent care, or similar personal circumstances can be considered. Eligibility depends on role requirements and organizational needs rather than geographic location.

How many employees currently work in location-free roles?

As of the program's initial reporting, PepsiCo had 17 employees in location-free roles across the AMENA region, with the program continuing to expand based on organizational needs and employee interest.

What was the primary reason PepsiCo created this program?

Employee feedback indicated that while career development mattered, increasing numbers faced mobility constraints. PepsiCo created the program to retain talented employees who would otherwise leave due to relocation requirements conflicting with personal responsibilities.

Is this program available outside the AMENA region?

The initiative began in India and expanded to other AMENA regions. While specific global availability wasn't detailed, the program's success suggests potential for expansion to other PepsiCo operating regions.

Pepsico Retain Talent

Q: What types of roles are available in PepsiCo's location-free arrangement?

Location-free roles span multiple functions including HR, global procurement, supply chain, business and information solutions (BIS), and research and development (R&D). These are global positions that don't require physical relocation to a specific office location.

TL;DR: PepsiCo India introduced location-free work arrangements to retain talent facing mobility constraints, allowing employees to take global roles without relocating.

PepsiCo's Location-Free Work Model for Talent Retention

PepsiCo India has launched a location-free work arrangement designed to address a critical challenge in talent retention: mobility constraints. The initiative recognizes that many high-performing employees face barriers to relocation due to personal circumstances, yet possess valuable skills the organization needs to retain.

Understanding the Problem

Employee feedback revealed that while creativity, dynamic work environments, and leadership opportunities remain top priorities for PepsiCo's workforce, an increasing number of associates face short-term or long-term mobility constraints. These constraints stem from various life circumstances: dual-career households where both partners have established employment, children in critical schooling years, aging parents requiring care, or other personal commitments. Previously, such constraints often meant losing talented employees to competitors or seeing them exit the workforce entirely.

The Solution: Location-Agnostic Roles

Rather than requiring relocation, PepsiCo created location-agnostic roles that allow employees based in different PepsiCo locations to take positions that would traditionally demand moving to a new city or country. This approach fundamentally changes the employment proposition: talented individuals no longer face an either-or choice between career advancement and personal stability.

Scope and Implementation

The location-free arrangement has identified global roles across multiple functions, including human resources, global procurement, supply chain management, business and information solutions (BIS), and research and development (R&D). As of the program's initial rollout, PepsiCo had placed 17 employees in location-free roles, with examples including Pavitra Singh, Deepak Gupta, Avantika Susan Nigam, and Madhumita Chakraborty.

Though initiated in India, the program gained support from other regions within PepsiCo's Asia, Middle East and North Africa (AMENA) sector, indicating broader organizational recognition of its value.

Strategic Benefits

According to Suchitra Rajendra, vice president of HR at PepsiCo India, this arrangement directly addresses talent retention while strengthening the company's employer value proposition. By enabling employees to advance their careers without sacrificing personal commitments, PepsiCo retains institutional knowledge, maintains team continuity, and demonstrates genuine commitment to employee wellbeing. This approach also expands the talent pool available for specialized roles, as geographic limitations no longer restrict candidate selection.

Broader Implications

The location-free model reflects evolving workplace expectations, particularly post-pandemic. Organizations increasingly recognize that rigid location requirements exclude capable talent and that modern technology enables effective remote and distributed work arrangements. PepsiCo's initiative demonstrates how large multinational corporations can adapt traditional employment structures to meet contemporary workforce needs while maintaining operational effectiveness across global functions.