Department of People & Culture
Mission Statement
The Department of People and Culture’s mission is to empower the City of Providence by fostering a culture of equity and inclusion, through diversity to foster belonging through strategic human resource and people-centric practices. We are committed to progressive improvement, professional development, exceptional service, and zero-fail compliance, ensuring our people and the communities we serve thrive. Our mission is to nurture a workforce that reflects our community’s diversity, promoting an environment where every employee is valued, engaged, and equipped to contribute to Providence’s vision of being the “best-run city in America.“
Vision Statement
Our vision is to set the standard for excellence in public sector human resources, through people and culture-centric operations, becoming the most progressive, innovative, and inclusive Department of People and Culture in the United States. We aim to inspire other cities by demonstrating how investing in people and culture can transform municipal services, making Providence the model of an exceptionally run city where every community member prospers.
Methodology
The Department of People and Culture in the City of Providence adopts a comprehensive, strategic, and people-centered approach to transform municipal services and foster a workplace culture that embodies our core values of integrity, inclusivity, collaboration, innovation, accountability, continuous improvement, and service excellence. Through this methodology, the Department of People and Culture is dedicated to creating a work environment where employees are empowered, valued, and engaged, thereby contributing to the City of Providence’s mission of operational excellence, and serving as a model for public sector human resources management.
Our methodology is underpinned by seven key pillars:
- Strategic Planning and Implementation: We employ a forward-thinking strategic planning process that aligns our departmental goals with the city’s vision of being the best-run city in America. This involves setting clear, measurable objectives; deploying resources efficiently; and regularly evaluating our progress towards these goals. Strategic planning also includes anticipating future challenges and opportunities in the workforce and adapting our strategies accordingly.
- Data-Driven Decision Making: Our decisions are guided by robust data analysis and evidence-based practices. We leverage advanced HR technologies to gather and analyze data on workforce trends, employee engagement, and program effectiveness. This data-driven approach enables us to make informed decisions that enhance departmental performance and employee satisfaction.
- Integrated DEIB Initiatives: We are committed to fostering a diverse, equitable, and inclusive culture. This commitment is manifested through comprehensive DEIB strategies, including recruitment, retention, professional development, and cultural sensitivity education among others. Our initiatives are designed to ensure that all employees feel valued and respected and that our workforce reflects the diversity of the communities we serve.
- Continuous Learning and Development: Recognizing the importance of professional growth, we provide ongoing learning, development, and mentorship opportunities for all employees. This includes leadership training, skill-building workshops, and career advancement programs. Our focus on continuous learning supports employee engagement and excellence in service delivery.
- Collaborative Partnerships: We believe in the power of collaboration and actively seek to build partnerships within and outside the organization. This includes working closely with other city departments, community organizations, unions, and stakeholders. Through these partnerships, we aim to align our initiatives with broader community needs and leverage collective expertise to achieve shared goals.
- Exceptional Service Delivery: Our commitment to service excellence is at the heart of everything we do. We strive to provide high-quality, responsive services to our employees and the community. This involves streamlining processes, improving access to HR services, and maintaining a customer-focused mindset that prioritizes the well-being and success of our people.
- Ethical and Compliance Standards: We uphold the highest standards of ethics and compliance in all our operations. This includes adhering to legal and regulatory requirements, implementing best practices in HR management, and fostering an environment of accountability and transparency.
Core Values
- Integrity:
Committing to the highest ethical standards, transparency, and accountability in all we do. - Inclusivity:
Creating an environment where diversity is celebrated, and every individual feels a sense of belonging and respect. - Collaboration:
Cultivating strong partnerships across all levels of the organization and with our community to achieve mutual goals. - Innovation:
Leveraging various forms of technology and creative solutions to improve our practices and services continuously. - Accountability:
Being responsible for our actions and their impact on our community and organization. - Continuous Improvement:
Encouraging ongoing personal and professional development to adapt and thrive in an ever-changing world. - Service Excellence:
Delivering superior service to our workforce and community, prioritizing their success and well-being.
Paul A. N. Winspeare, MBA, BS-HRM, SPHR, PHR, aPHR, M∴
Chief People Officer
With 10 years of progressive HR, consulting, and business operations experience, Paul Winspeare is dedicated to the craft of human resources and is a results-focused leader who delivers on talent acquisition, human capital management, executive, employee, and labor relations that helps organizations harness the full power of what Winspeare believes is their most valuable asset, their people.
Winspeare is three-time nationally certified as a Senior Professional in Human Resources, Professional in Human Resources, and Associate Professional in Human Resources through the Human Resources Career Institute (HRCI). He specializes in strategic HR management, HR technology, talent acquisition, training and development, civil service, union and labor management, compensation and benefits, employee relations, executive coaching, and HR business science. He possesses an MBA in Strategic Leadership and a Bachelor of Science in HR Management from Fisher College in Boston, Massachusetts. Throughout his career, Winspeare has served in a variety of roles as a business consultant and manager of recruitment and personnel for Staffing Network-QPA and spent approximately the last five years in HR leadership as a HR Generalist, Recruitment Manager, Assistant and Interim Director, and Chief HR Officer for Chicopee, Massachusetts.
As people, culture, and technology are the cornerstones of his approach to modernizing human resources, Winspeare believes that leadership through education and stewardship is what feeds the progressive development of business. It is his desire to contribute to the HR team through this methodology, which he carries into his professional endeavors, externally. He serves as a member of the HR Management Association, HRCI, MA Freemasons. And has served as a professional member of the Massachusetts Municipal HR Association. It is his intention to serve and contribute to making the workplace the best run in America.
Ashley Fioravanti, MA-HRM, SHRM-CP
Deputy Chief of People & Culture – Total Compensation
Fioravanti serves as Deputy Chief of People & Culture – Total Compensation and works alongside the CHRO to lead strategy and operations for all HR functions, including employee benefits, workers compensation, personnel, equal employment opportunity, training, performance, and administration. Fioravanti finds the field of human resources inspiring and is focused on making quality improvements to the HR operation. Fioravanti’s work is inspired by her witnessing HR’s involvement throughout the complete employee trajectory with the City, from the moment they are hired through their promotions, benefit changes, and ultimately their departure, and aims to create systems and processes that support their growth and development.
Born and raised in Providence, Fioravanti is a graduate of Providence College, where she majored in psychology, and holds a Master’s Degree in Human Resource Management from Saint Mary’s University in Minnesota. Fioravanti has worked her way up in the City’s Department of Human Resources, from her beginnings in benefits, to workers compensation, personnel, and ultimately being promoted into confidential and management positions in the administrative offices having served as the Acting CHRO, and currently as Deputy Chief HR Officer.
Human Resources Generalist
hr@providenceri.gov
401-680-5616
Sr. Human Resources Generalist
hr@providenceri.gov
401-680-5616
hr@providenceri.gov
401-680-5616
benefits@providenceri.gov
401-680-5241
Laborers’ International Union, Local 1033
Providence Teachers Union AFT Local 958
International Association of Firefighters, Local 799
Fraternal Order of Police, Lodge No. 3