Nabeela Ixtabalan

Interest

Contributing positively to my communities and my environment through the following efforts:

Leukemia & Lymphoma Society

Susan G Komen Breast Cancer Foundation

Enhancing my personal development through the following activities:

Reading, appreciating the visual and performing arts, spending time with friends and family

Summary

Exceptional expertise in both full cycle recruitment and multi-location high volume retail operations. Provide strategic HR counsel, while simultaneously leading a broad-based operating team. Skilled professional who blends recruitment and HR experience with a background in multi-unit business management. A results-oriented and participative leader with superior skills in strategic planning and ability to assess, acquire and develop business leaders. Promoted 6 times in 7 years through leveraging a winning mindset in tandem with a relentless focus on the internal and external customer.

Core human resource and recruiting strengths include:

ØInternet 2.0 Recruiting and Pipeline Sourcing

ØCRM Strategy Development & Execution

ØVirtual Team Management

ØWage/Hour EEO/AA/ OFCCP Regulation

ØEmployer Branding Development

ØDiversity Sourcing & Inclusion Strategies

ØWorkforce Planning & Forecasting

ØTalent Management

Core business and operations strengths include:

ØBehavior Based Coaching & Development

ØEmployee Relations

ØGuerilla Marketing & Sales Building

ØNew Market Entry & Store Development

ØBudgeting, Forecasting & Financial Planning

ØSituational Leadership & Team Building

ØMulti-Site Operations Management

Work History

Work History
2007 - Mar 2008

Recruiting Manager

Starbucks Coffee Company

Promoted to this multi-faceted human resource position with accountability for 13 states supporting 600 locations through out the mid-west. Maintained simultaneous responsibility for all external talent acquisition through a team of three direct reports while working cross functionally as part of a broader HR team to design and deliver a strategic plan around recruiting, retention, employee relations, and training & development. Dual reporting relationship to Director of Global Staffing and Director of Human Resources

ØCut average cost-per-hire by 25% and reduced average days-to-fill positions by 38%

Conducted and implemented a lean analysis on the complete recruitment cycle to identify and remove inefficiencies. Influenced generalist, hiring managers, and recruiters to implement new service level agreements which defined roles and responsibilities around the recruitment process

ØMaintained 100% staffed within all position profiles through pipeline passive candidate building

Closed a gap of 39 openings within the first 6 weeks of assuming position. Created a locally designed candidate relationship management strategy and system. Closed the skill gap of my recruiters in the areas of cold calling, internet sourcing, and pipeline building through 1:1 coaching, and external training.

ØImproved Diversity hiring by 27% in support of corporate diversity initiatives

Lead a Field Diversity Leadership team to develop both hourly and salaried level diversity recruiting initiatives. Lead a cross functional team to launch a Women’s Development Network and Black Partner Network for field associates. Conducted in depth research on 17+ metropolitan areas to identify key segments. Implemented local compliance reporting to measure current state against future state.

ØTop-Graded talent through implementing a bar-raiser assessor amongst hiring group

Facilitated Behavioral Interviewing training for all hiring managers, systemized interview debrief process to capture consistent feedback. Analyzed feedback to assess trends amongst final candidates.

ØDeveloped strong foundational relationships with community partners to feed the talent pipeline

Initiated and enhanced relationship with the following applicant segments; Military, Mature Workers; African Americans & Hispanics. Deepened the use of multi-pronged recruitment channels to include; colleges & universities, virtual career fairs, internal & external referrals, local community outreach.

2003 - 2007

District Manager

Starbucks Coffee Company

Multi-unit manager responsible for up to 21 retail locations with over $18.2 million in annual revenue. Managed over 30 direct reports and 350 indirect reports. Ranked in the top 5 out of 56 district managers across 13 states in key performance indicators including turnover, sales to budget, controllable & profit contribution and customer service.

ØKey player in growing brand presence in Indiana. Opened 13 locations over the span of 2 years

Created innovative and entrepreneurial ways to enter a new market to ensure sales and profitability targets were met. Consistently hit pro-forma goals on new stores through growing first year sales while managing new store costs.

ØIncreased controllable contribution by 200% through developing business literacy amongst managers

Implemented check book approach to managing costs and flawless labor execution through outlier management. Initiated inventory control measures above and beyond company expectations.

ØPromoted 6 managers to next level or cross functional roles

Developed dynamic personal development plans which focused on key behavior and competency building activities. Focused on creating experiential opportunities to develop proficiency around a desired behavior or skill. Ensured success was measured by manager’s ability to achieve results through others. Delivered quarterly talent and business reviews to VP of operations and Human Resources.

ØMentored 6 district managers as a District Manager Coach Mentor

Trained all new externally recruited district managers. Guided them through a 12 week training program. Partnered with training and development and human resources to ensure a successful on-boarding experience. Maintained mentorship relationships with all trainees after initial training was accomplished.

ØAssumed Regional Director role for 6 weeks as a temporary stretch assignment

Reported directly to Regional Vice President. Responsible for over 60 locations with direct reports including 7 District Managers. Responsible for operational and financial excellence of all locations.

2001 - 2003

Store Manager

Starbucks Coffee Company

Responsible for the holistic operational success of a $1.2 million dollar retail location. Crafted a team of highly skilled hourly and salaried partners who delivered exceptional customer service and consistent financial success. Recognized with a Spirit of Starbucks Award for community engagement and support of marketing initiatives. Certified Manager Coach Mentor and Classroom Facilitator.

2000 - 2001

Barista/Supervisor/Assistant Manager

Starbucks Coffee Company

Education

Education

Bachelor of Science

Indiana University

Bachelor of Science

Indiana University

Skills

Skills

Power of Your Presence

The Power of Your Presence introduces managers and professionals at all organizational levels to key principles that support and expand their personal leadership, impact and influence. Our practical tools and techniques rapidly enhance confidence, courage and presence in virtually any workplace interaction with others. This dynamic workshop provides “power skills” for genuinely connecting with others, establishing rapport for open exchange, and persuasively communicating your views and ideas.

Servant Leadership

Servant-leadership emphasizes the leader's role as steward of the resources (human, financial and otherwise) provided by the organization. It encourages leaders to serve others while staying focused on achieving results in line with the organization's values and integrity.

Fearless Leadership

Fearless Leadership, Eric Boles helps people learn to systematically diminish their fears, while simultaneously build the kind of courage that enables them to deal fearlessly with the inevitable up and downs of business and life.

Situational Leadership

The Situational Leadership® Model is the most widely used leadership model in the world today. Over the last four decades, this model has become the basis of the most prevalent leadership system in over 700 of the Fortune 1000 companies. Having served as the common performance language, the benefit for organizations is enhanced goal and role clarity based on more frequent and more effective conversations about performance.  

Increasing Human Effectiveness

IHE empowers people with "tools" to break through self-imposed limitations, resulting in greater productivity and a healthier bottom line.Increasing Human Effectiveness (IHE) lays the foundation for self-management and personal accountability.