Anthony A. Eredia résumé - Leadership Training & Development

Driver-Partner

10/2021 to Present (Independent Contractor)

Uber Technologies Inc. – Southern California

Conduct live user-experience research in high-stakes, real-time environments, completing thousands of passenger interactions across diverse demographics — observing adult learning behaviors, stress responses, communication barriers, and motivation triggers

Design and prototype learning interventions: created "Customized Rides," a personalized passenger experience framework applying instructional design principles (learner personas, micro-moments, psychological safety). Documented at Uber Rides

Build feedback loops for product improvement: collect, synthesize, and share qualitative data directly with Uber product teams to inform app usability, accessibility, and trust-building features — modeling the same analyze-design-evaluate cycle used in corporate L&D

Apply adult learning and trauma-informed practices daily to maintain a top-tier rider rating: set clear expectations, practice active listening, adapt communication style in real time, and de-escalate conflict — skills directly transferable to coaching, facilitation, and frontline training

Fund graduate study through flexible work: leveraged independent contracting to complete MA coursework in Psychology at Pepperdine while maintaining continuous practice in behavioral change, coaching, and community engagement

Business Partner, People and Learning Development

09/2019 to 10/2020

SAG-AFTRA – Los Angeles, CA

Designed and launched a company-wide leadership training prototype, aligning new management competencies with SAG-AFTRA's core values

Facilitated weekly 75-minute micro-learning labs on communication, employee relations, and conflict resolution — creating consistent development without disrupting operations

Introduced Everything DiSC Workplace as a common language for team building, which improved cross-functional communication and reduced escalations

Built and deployed a 180° management feedback process to support cultural change; analyzed results to design the Management Achievement Program curriculum

Provided executive coaching and leadership development focused on succession planning, productivity strategies, and performance improvement plans

Led DEI implementation including unconscious bias training, gender-neutral pronoun guidance, social justice initiatives, and the launch of employee affinity groups

Director, Learning & Development

09/2005 to 09/2019

Reid Dugger Consulting Group – Cerritos, CA

Team & Organization Development

Led team performance initiatives for Porter Novelli and six departments at Crown Media Family Networks (Hallmark)

Beta-tested Wiley's Five Behaviors of a Cohesive Team and became one of the first certified facilitators in the region; designed and delivered Productive Conflict modules for five Crown Media teams

Created sustained-learning toolkits and post-training reinforcement for Crown Media, Los Angeles Times, and Porter Novelli to protect behavior change after the workshop

Leadership Development

Launched best-practice leadership programs for emerging and senior leaders at Crown Media

Designed and delivered a management development series for 30+ managers at the Los Angeles Times

Coached 10 senior leaders using 360 assessments and Everything DiSC (Workplace, Management, Work of Leaders, and 363 for Leaders) to drive behavioral change and improve interpersonal effectiveness

Built a national leadership forum for NAMIC's 18 chapter officers and reported progress directly to senior leadership

Mentorship & Talent Development

Designed the pilot mentorship program for the Directors Guild of America (DGA); 80% of pairs continued beyond year one

Recruited, trained, and matched 40+ mentors and mentees for DGA

Facilitated 40+ instructor-led training sessions and launched 45+ mentor/mentee training classes across DGA, NAMIC, and the Emma Bowen Foundation

Managed NAMIC's national and local mentoring programs, coaching