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Adam Treitler
Reimagining People, Process, & Products at ViacomCBS
Adam Treitler is a People Advocate with a passion for human-influenced, data-driven, evidence-based strategy in People Operations, aiming to shape the #FutureOfWork on principles of compassion, collaboration, clarity, and courage.
He advocates for synergy among various business functions like HR, Finance, Operations, IT, Research, and Data Science, specializing in talent acquisition operations and strategic management.
With a diverse background spanning creative writing, storytelling, social media, computer science, genetics, and nanotechnology, Adam is an applicant tracking system administrator, emphasizing #Analytics, #AI, #Automation, #IoT, and #CollaborativeTools.
His academic pursuits include film production, film analysis, TV writing, screenwriting, genetic engineering, nanotechnology, cognitive development, gero-engineering, and bioethics, showcasing a love for reading, video games, movies, VR, and creative writing across various mediums.
Adam has held positions at ViacomCBS in Global Talent Operations, Paperny Entertainment Inc., Green Focus Films/Vermeer Pictures, Heather Winters, GSN, SnagFilms, Forerunner Films, AOL, and several other organizations, demonstrating a rich and diverse professional background in the entertainment industry.
Highlights
🍕 From “I’m Hungry” to Satisfied: Simplifying HR Tasks is Critical in 2024 🚀
𝐈𝐦𝐚𝐠𝐢𝐧𝐞 𝐭𝐡𝐢𝐬: After a long day, hunger strikes. You grab your phone, and within minutes, you’re on your way to satisfying your craving. Now, picture if HR tasks were just as simple in the corporate retail world. Let’s compare:
𝐒𝐭𝐞𝐩 𝟏: “𝐈’𝐦 𝐇𝐮𝐧𝐠𝐫𝐲” 𝐯𝐬. “𝐌𝐲 𝐒𝐭𝐨𝐫𝐞 𝐢𝐬 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐟𝐟𝐞𝐝” • Food Delivery: Open the app, instantly see accessible top-rated choices and personalized recommendations. • HR Reality: Realize the store is understaffed. Not sure where to go or who to ask to flag the need for more staff.
𝐒𝐭𝐞𝐩 𝟐: “𝐐𝐮𝐢𝐜𝐤 𝐅𝐨𝐨𝐝 𝐒𝐞𝐥𝐞𝐜𝐭𝐢𝐨𝐧” 𝐯𝐬. “𝐎𝐩𝐞𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐉𝐨𝐛” • Food Delivery: A few taps and your meal is customized, clear, and simple. • HR Reality: Complex forms and multiple systems are involved to open up a new position and post a job, layered in complex approvals.
𝐒𝐭𝐞𝐩 𝟑: “𝐏𝐚𝐲𝐢𝐧𝐠 & 𝐂𝐨𝐧𝐟𝐢𝐫𝐦𝐢𝐧𝐠” 𝐯𝐬. “𝐀𝐬𝐬𝐞𝐬𝐬𝐢𝐧𝐠 𝐚𝐧 𝐔𝐧𝐬𝐭𝐞𝐚𝐝𝐲 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞” • Food Delivery: Seamless payment and instant order confirmation. • HR Reality: Talent flows in inconsistently, from dozens of similar resumes to complete dry swells. Assessment tools flag candidates as red, amber, green - but the meanings behind the flags are unclear.
𝐒𝐭𝐞𝐩 𝟒: “𝐓𝐫𝐚𝐜𝐤𝐢𝐧𝐠 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐲” 𝐯𝐬. “𝐎𝐟𝐟𝐞𝐫, 𝐁𝐚𝐜𝐤𝐠𝐫𝐨𝐮𝐧𝐝 𝐂𝐡𝐞𝐜𝐤, 𝐚𝐧𝐝 𝐁𝐞𝐲𝐨𝐧𝐝” • Food Delivery: Track your order in real-time from the kitchen to your door. • HR Reality: From drafting an offer letter to processing and clearing a background check for the new staff you need in your store, every task gets bogged down in bureaucracy and process black holes. From the second you tell your candidate you'd love to have them it takes days to weeks for an accepted offer to pivot to onboarding.
𝐒𝐭𝐞𝐩 𝟓: “𝐑𝐞𝐜𝐞𝐢𝐯𝐢𝐧𝐠 𝐅𝐨𝐨𝐝” 𝐯𝐬. “𝐅𝐢𝐧𝐚𝐥𝐥𝐲, 𝐓𝐡𝐞 𝐇𝐞𝐥𝐩 𝐖𝐞 𝐍𝐞𝐞𝐝𝐞𝐝 𝐖𝐞𝐞𝐤𝐬 𝐀𝐠𝐨” • Food Delivery: Meal arrives as ordered. You’re satisfied. • HR Reality: Weeks after the initial need was identified and after piles of confusing paperwork distributed across different teams and stakeholders, your new hire arrives on their first day...without access to login to any of their accounts. Oh, and sometimes the process took so long that they let you know the day of they "found another gig".
Comparison: Time to satisfy hunger: <1 hour Time to satisfy hiring need: 1 month+
In 2024, HR tasks should be as simple as ordering a pizza—quick, seamless, and satisfying. We've got work to do. Let's get to it.
#RevolutionOfWork #EmployeeExperience #HRTech #HROps #FutureOfWork
As layoffs once again dominate headlines, I find myself revisiting the crucial role of emotional intelligence (EQ) in the workplace. The insights from Liz Fosslien and Mollie West Duffy's "𝐍𝐨 𝐇𝐚𝐫𝐝 𝐅𝐞𝐞𝐥𝐢𝐧𝐠𝐬" resonate deeply, reminding us that our professional environments are not just productivity machines, but complex ecosystems where emotions significantly impact our performance and job satisfaction.
This perspective aligns with W. Edwards Deming's 8th point in his 14 Points of Management: "Drive Out Fear." Deming emphasizes the necessity of psychological and physical safety for employees to reach their full potential. Without a secure environment that allows for authenticity, both innovation and productivity inevitably suffer.
Complementing these ideas, Safi Bahcall's work underscores the importance of organizational structure as the bedrock of company culture. Before we can cultivate a thriving culture, we must carefully construct the framework that supports it. The recent wave of layoffs across industries suggests that many organizations have failed to establish structures conducive to sustainable cultures of excellence.
Leaders must prioritize thoughtful organizational design, ensuring that each component adds value and aligns with overall objectives. It's crucial to remember that layoffs are a reflection of an organization's poor planning and execution and are never the fault of those being let go. In our digital age, where every corporate action faces intense scrutiny, how an organization treats its workforce becomes a powerful statement of its values.
Fosslien and West Duffy challenge the myth of the ideal worker as a tireless automaton. Instead, they present a vision of employees as multifaceted individuals capable of exceptional productivity when properly supported. This productivity flourishes in an environment that prioritizes nourishment, replenishment, and collaboration over relentless output and cutthroat competition.
By synthesizing frameworks from thought leaders like Deming, Bahcall, Fosslien, and West Duffy, a clear imperative emerges: organizations must define their objectives with precision and align them with the diverse talents within their teams. This approach demands foresight, empathy, and robust structural planning. Creating an environment where every individual understands their purpose and the true "why" behind their work provides them with the intrinsic motivation to embrace the what, how, when, and where and permits them to intuitively balance their passion for their professional pursuits with their personal boundaries and needs.
When leaders get these elements right—barring extreme, unforeseen circumstances—layoffs should become a relic of the past. This isn't just about good management; it's about visionary leadership that builds resilient, human-centric organizations prepared for the challenges of tomorrow.
