Stacey McQuade-Eger

Spearheading the development and administration of Native American Programs, outlining annual strategic workplans, short and long-range plans, program goals, and objectives employing lean principles and methodologies. Facilitating and coordinating cooperative planning in conjunction with other departments, entities, and community groups Pilot learning and culturally relevant responses and support for significant issues impacting local tribes, leadership, and native communities.

● Successfully delivered training for the Department of National Resources and Parks, servingas a foundation to understanding Native American history, cultural connection, political impactsand Treaty language pertaining to land, including importance of offering land acknow- ledgements.

● Subject matter expert for policy development impacting Native Americans within King County; tracked Federal and State policy proposals/implementation, Federal and State court cases impacting tribes, tribal government and community, and local social community concerns pertaining to local tribes and Native American communities in urban areas.

● Promote inter-departmental coordination with local, state, and federal government agencies, civic and community organizations to ensure issues impacting Native American communities are elevated and short and long-term planning is developed.

● Manage oversight of King County Affinity Groups along with community-based committee's and coalitions addressing issues impacting communities of color and planning development related to community well-being.

● Championed the establishment of Indigenous People's Day to become are cognized paid holiday.

● Coordinated with the Department of Human Resources on pro-equity and anti-racist strategic efforts to improve employee well-being and belonging.

● Partnered with the Office of Equity and Social Justice co-creation staff, departments, and the Executive office on engagement and community outreach to Native's American/Indigenous communities of King County and the greater Puget Sound region.

● Successfully led a cross-functional group of internal stakeholders to co-create and develop a framework around equity and social justice competencies to be incorporated into a revised performance management process and system.

Established and led Career and Culture Division, outlining structure and associated team sections, as well as plan to facilitate cohesive environments through strategy, mission, and vision to align division with overarching Departmental and County Executive strategies utilizing lean principles and methodologies to promote efficiencies. Fostered healthy workplace culture and supported employee development, driving growth in accordance with principles of equity and social justice.

Led and implemented Organizational Development strategies and effective administration of division supporting King County culture and its practitioners, while building leaders capable of delivering on the scalability of the County organization's big picture transformation efforts.

Led efforts strengthening organizational operations, aligning processes to capitalize on human resource management, financial management, staff supervision, efficient use of resources, regulation compliance, and timely execution of duties and roles performed by staff.

Led teams promoting and supporting ongoing relationships for the division, the department, and County serving as liaison and channel fo rcommunications between staff and the County Executive, County Council, and Executive Leadership.

Led efforts promoting inter-departmental coordination with local, state, and civic and community organizations in support of strategic organizational development initiatives enhancing improved service delivery from departments.

Directed activities ensuring efficient and effective use of available personnel, funds, materials, and space in compliance with King County guidelines, policies, and procedures. Overseeing and working with managers on the development of respective program definition, priorities, and administration.

Regularly reviewed and interpreted data to analyze and make recommendations about which programs and/or major project proposals should be initiated modified or discontinued. Offering recommendations and implementing changes in staffing and structure consistent with evolving roles and department goals and objectives.

Charged with the development, implementation, and monitoring of division budget. Maintaining revenues and expenditures within budget guidelines and implementing cost effective measures and effective resource usage to increase productivity. Negotiated and managed contracts for services and local government agreements between division and outside entities, assuring compliance. Conducted review of programs for revenue, costs, and overall effectiveness.

Fostered and led a collaborative, caring work environment empowering staff to thrive and work to their fullest potential. Providing mentorship to division leaders and staff founded in compassion, integrity, empathy, and honesty. Responsible for building and strengthening staff leadership skills in support of strong community-based partnerships, along with motivating teams to achieve established goals, and delegating and holding staff accountable.

Directly supervised managers, supervising and coaching all division employees through delegation of managers, evaluating performance, disciplinary actions, hiring, and terminations. Charged with interpreting and applying personnel policies, reviewing, revising, and authorizing employee actions, ensuring consistency.

Directed research projects/activity, for data collection and analyzation to identify trends and patterns impacting or to inform operations.

Served to provide leadership for all Human Resource operations, including talent acquisition, development of corporate and business unit growth strategies, and strategic workforce planning activities for Capitol Hill Housing (CHH) employing lean principles and methodologies to promote efficacy and process improvement.

Led data-driven assessments to determine priorities for organization growth, as well as tracking metrics and budget for development and change management.

Served to provide leadership in planning, developing, and implementing organizational programs for employee relations, compensation, recruitment, and retention. Fostering and leading a collaborative and caring work environment, empowering staff to thrive and work to their fullest potential. Responsible for building and strengthening staff leadership skills to develop strong community-based partnerships. Served to motivate teams to achieve organizational goals, delegation along with holding staff accountable.

Regularly evaluating and advising on the impact of short and long-range planning of new programs/strategies and regulatory action/compliance.

Developed, implemented, and monitored multiple department budgets under my management. Monitored and maintained revenues and expenditures within budget guidelines. Implemented cost effective measures and utilized resources effectively to increase overall productivity. Negotiated and managed contracts for services between the organization and outside entities. Assured grants and contracts remained incompliance.

Provision of oversight and leadership for the ongoing development of equity and social justice initiatives.

Routinely collaborated with community, local, state, and federal stakeholders on the oversight of federal, state, and local policy and advocacy activities, to develop appropriate policies and programs for effective management across the organization.

Directly supervised division managers, conducting and/or reviewing performance evaluations to guide development and provide record of performance. Interpreting and applying personnel policies; reviewing, revising, and authorizing consistent employment actions, including initiating, documenting, and implementing disciplinary actions, establishing performance standards, and making administrative decisions.

Crafted and monitored the administration of internal control systems in support of divisions under my direct supervision. This included Human Resources, IT, Housing Management, Compliance, and Administration.

Directed activities ensuring efficient and effective use of available personnel, funds, materials, and space in compliance with guidelines, procedures, and regulations. Working with and overseeing program managers on program definitions, priorities, and administration.

Coordinated work across departments to ensure organization teams were on track with corporate goals. This effort included research, data collection and evaluation to identify trends and impacts on operations and creating process improvement plans to promote enhanced service delivery.

Promoted and maintained ongoing relationships for the organization, serving as a liaison and communications channel between the organization and staff, senior leaders, communities served, and Board of Directors.

Oversight of planning and operations of the Human Resources Department and full range human resource services for two hospitals and 21 clinics, which included Union and Employee Relations.

Development and oversight of the compensation plan for the Hospitals and the administration of the hospital benefits program, to include Worker's Compensation, unemployment insurance claims defense, and the employee health section, to meet hospital goals and objectives.

Served as Facility Compliance Officer, charged with implementing, managing, monitoring, and auditing the facilities compliance program including assuring effective prevention of and/or detection of law violations, regulatory concerns, and parent corporation or facility policy adherence.

Provision of compliance education/training programs for facility employees and other related persons working at any of the facilities.

Providing auditing functions within the hospitals, developing annual audit work plans, and maintaining facility records. Analyzing data to identify patterns, trends, and impact on operations utilizing lean principles to ensure cost effectiveness and process improvements where necessary. Partner with CFO and COO to estimate and analyze revenues, costs, and effectiveness of programs.

Implemented employee engagement and development activities, presentations, and training to maximize productivity and unite workforce.

Successful oversight of all aspects of Labor Relations. This included maintaining positive working relationships with unions, contract negotiations, grievance oversight, and serving as point for all arbitration activities.

Reviewed, interpreted, and prepared data to analyze and make recommendations about which programs and/or project proposals should be initiated, modified, or discontinued. Made recommendations and implemented changes in staffing and structure consistent with changing organization goals and objectives.

Reduced process lags by quickly processing personnel actions, awards, flags, legal incidents, sponsorship, evaluations, morale, and welfare documentation.

Developed policy recommendations and reports related to these and other issues affecting organization-wide programs, operations, and services. Assessed and assured policy compliance and assured policy equity, equitable interpretation, and application. Assured appropriate policies, procedures and associated tasks were created and updated.

Developed, implemented, and monitored departmental budgets, maintaining revenues and expenditures within budget guidelines. Implemented cost effective measures and effective resource usage to increase productivity. Negotiated and managed contracts between the organizations and outside entities and assured compliance with contract terms.