Scott Tartaglia

**** ******** ****** *-**, Hollywood, Florida 33020 954-***-**** acq5gy@r.postjobfree.com

Community Association Manager / Property Manager

Licensed Community Association Manager with over 20 years experience. Over the years, I have developed leadership skills to lead teams successfully to meet its objectives. My experience has imbibed in me, the ability to adapt quickly to different organizational cultures, and work within the limits of policies framed. I am a hardworking person with an ability to take decisive steps at critical moments. I can assure you that I will be an added advantage for the company, and an integral team member.

Core Competencies

Directing others Business Acumen Decision Quality Developing Direct Reports Listening Managerial Courage Planning Problem Solving Personal and Team Development Drive for Results Strategic Agility Building Effective Teams – Re-engineering

Professional Experience

Property Manager 2006-2014

Houston Indoor Sports (Entrepreneurial Real Estate Holding Company)

Managed pre-construction through start-up of approximately 36,600 SF of commercial space comprised of ground floor, mixed-use retail and a multi-tenant office building.

Directed day-to-day operations of 7 staff (i.e., Bookkeeper, Leasing Coordinator, Leasing Consultant, Community Service Supervisor Service Technician, Groundskeeper(s), and Painter(s).

Developed and submitted complete and accurate annual budget(s), meeting all deadlines and demonstrating thorough analysis and consideration for the goals of the asset as well as market conditions.

Acquired and maintained current knowledge of state regulatory agency statutes and each client’s community’s documents, policies and procedures.

Sales Training Manager 2001-2004

MetLife (Global provider of insurance, annuities, and employee benefits)

Led and trained 10 direct reports and managed an annual $1.5million budget supporting 350 sales professionals in 15 geographic locations.

Designed a competency-based sales force training program where the content was aligned to the roles and responsibilities specific to a sales representative’s job.

Identified the levels of competences and customized the 3 stages of development; (1) Competency GAP Analysis Stage (2) Current State Assessment and (3) Assessing the Gap and producing reports.

Standardized a Sales Force Effectiveness Analysis tool (competency compass) to understand what sales reps actually did vs. the existing competency model.

Organizational Development Manager 1999-2001

Bank of New York (Global Financial Services provider)

Managed 6 direct reports and an annual $2.7 million dollar budget while providing leadership development for 5,000 employees including IT, Sales, Human Resources and Financial Services representatives.

Responsible for reducing training costs $12,000 per person annually and lowered attrition rates by 15% within one year of implementing competency-based training programs.

Operations Manager 1994-1999

Group Health Incorporated – (Health Insurance and Health Maintenance Organization (HMO)

Led a team of 10 direct reports and managed a $1.5 Million annual budget.

Restructured training process and implemented behavioral competency-based learning strategy that reduced turnover 12% within 6 months.

Created individual (Two-Year) Development plans based different levels of new hire competency levels, planned growth, employee skill sets and training required/completed.

Education

Mercy College, Dobbs Ferry NY, Associate Degree, 1982

College of the Air Force, BA Computer Science/Logistics, 1989

Military Service

U.S. Air Force – 1982-1993

National Service Defense Medal, Achievement Medal, Humanitarian Service Medal, Meritorious Service Medal, Longevity Service Medal

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