CNB Bank, Human Resources Performance Manager

Holiday Financial Services Corporation; Clearfield (Clearfield County); Sur place; USD 90 000 - 130 000; Plein temps

Avantages offerts par ce poste

Health benefits

401K with match

Paid time off

Student loan support

EAP

Wellness program

Rewards program

Résumé du poste

CNB Bank seeks a Human Resources Performance Manager to lead performance management strategy and align it with business goals. You will partner with HR and leaders to drive a high‑performance culture through goal setting, feedback, and development initiatives, while guiding the annual review cycle and compensation considerations.

You will analyze workforce data to improve retention and support talent growth across the organization, promoting a fair, data‑driven approach to performance and

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field; GED accepted with HR experience.
• 5–7 years of progressive experience in performance management or employee relations.
• Background screening will be conducted.

Responsabilités

• Lead design and improvement of performance management programs and processes.
• Partner with HR and leaders to drive a high-performance culture and development initiatives.
• Oversee annual performance review cycle, goal alignment, and talent discussions.
• Coach managers on performance management, best practices, and development.
• Oversee performance-based compensation review for equity and budget alignment.
• Analyze performance and retention data to inform retention strategies.

Connaissances

Language skills

Communication skills

Coaching leaders

Data analysis

Performance management

Formation

Bachelor's in HR or related

GED acceptable

Outils

HRIS platforms

Microsoft Office

Description du poste

Description

The Human Resources Performance Manager leads the organization's performance management strategy, partnering with HR and business leaders to foster a high-performance culture through goal setting, continuous feedback, performance evaluations, career development, and workforce analytics. This role ensures alignment between individual performance, business objectives, talent development, and compensation programs, while leveraging performance and engagement data to drive retention, reduce turnover risk, and support employee growth opportunities.

Below is a list of essential functions of this position. Additional responsibilities may be assigned in the position.

KEY RESPONSIBILITIES

• Lead the design, implementation, and continuous improvement of the organization's performance management strategy, programs, and processes.
• Partner with HR and business leaders to drive a high-performance culture through goal setting, performance evaluations, ongoing feedback, and employee development initiatives.
• Manage the annual performance review cycle, including goal alignment, evaluation processes, performance activities, and talent assessment discussions.
• Provide coaching, guidance, and training to managers on performance management, best practices, employee development, and performance improvement.
• Oversee performance-based compensation processes by reviewing job descriptions and salary ranges to ensure consistency, equity, market competitiveness, and budget alignment.
• Analyze performance, engagement, and retention data to identify trends, improve employee retention, and support organizational and talent development objectives through collaboration with the Employee Experience and Learning & Development Teams.
• Develop and implement retention strategies by leveraging performance, engagement, and talent data to identify retention risks, address turnover drivers, and strengthen employee career growth opportunities.

ATTITUDES

Builds and maintains positive relationships across the organization by fostering a culture of respect, trust, and inclusion. This role demonstrates genuine regard for the dignity, perspectives, and contributions of all employees by communicating openly and professionally, listening actively, and treating individuals fairly and consistently. By placing employees at the center of decision‑making, the Human Resources Performance Manager balances organizational priorities with employee needs and experiences to support engagement, development, and retention. The role also promotes open dialogue and psychological safety, creating an environment where employees feel heard, valued, respected, and empowered to contribute their best work.

BEHAVIORS

Exemplifies leadership, integrity, and collaboration by setting clear expectations, coaching and developing others, and aligning people and processes to achieve organizational goals. This role builds trust through ethical decision‑making, consistency, and confidentiality, while fostering strong partnerships across teams and functions. The position also supports the organization’s commitment to community engagement through participation in volunteer and service initiatives.

COMPETENCIES

Demonstrates accountability, sound judgment, and professionalism in managing performance, talent, and retention initiatives. This role partners effectively with HR leadership to drive strategic HR programs within a regulated environment, while leveraging data, technology, and process improvements to enhance efficiency and organizational effectiveness. By taking ownership of results and continuously seeking innovative solutions, the Human Resources Performance Manager delivers impactful outcomes that support both employee success and business objectives.

POSITION LEVEL(S) EXPECTATIONS

• Officer: Demonstrates ownership of performance management programs, provides expert guidance to leaders, and drives consistent application of policies, processes, and standards across the organization.
• Assistant Vice President: Serves as a strategic leader and subject matter expert for performance management initiatives across the organization. Anticipates workforce and performance trends, translates business strategy into scalable talent practices, and influences leaders at multiple levels to drive consistent, high quality execution. Exercises advanced judgment in complex performance, conduct, and employee relations matters, ensuring alignment with organizational values, compliance requirements, and business objectives. Leads program design, continuous improvement, and adoption of tools and processes, while mentoring managers and HR partners to strengthen leadership capability and sustain a high performance culture and retention.

SEEKS PROFESSIONAL DEVELOPMENT OPPORTUNITIES

Actively participates in professional development to enhance expertise in performance management and all HR functions. Pursues continuing education through training programs, workshops, certifications, and industry forums. Seeks stretch assignments and cross functional experiences that strengthen strategic HR leadership capabilities and support organizational growth.

Requirements

QUALIFICATIONS, EDUCATION, & EXPERIENCE

To perform this position successfully, an individual must be able to perform each essential position requirement satisfactorily and a skills inventory is listed below. A high school diploma or general education degree (GED) is required, with bachelor’s degree in human resources, Business Administration, or a related field with HR experience preferred. Five to seven years of progressive experience in performance management or employee relations, including experience coaching leaders and managing complex performance and conduct matters. A background screening will be conducted.

• LANGUAGE SKILLS: Ability to read, comprehend, and interpret documents. Possesses professional communication and interpersonal skills to write and speak effectively both one‑on‑one and before groups of clients or employees of the organization. Ability to communicate to employees directly and effectively.
• TECHNOLOGY SKILLS: Ability to utilize telephone systems and possess good digital literacy including email, internet and intranet use. Proficient in HRIS performance management platforms, and Microsoft Office applications. Demonstrated ability to analyze workforce and performance data to support decision making. Ability to quickly learn and navigate internal systems and technology platforms used to support recruiting, onboarding, compensation, and performance management processes.
• MATHEMATICAL SKILLS: Ability to add, subtract, multiply, and divide in all units of measure. Ability to analyze and interpret workforce metrics, compensation data, budgets, and performance trends. Ability to calculate rates, ratios, percentages, and variances, and to interpret charts and reports that support talent and performance decisions.
• REASONING ABILITY: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to solve challenging problems involving several variables in a standardized situation.
• PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

This position operates in a professional office environment with considerable time spent at a desk using office equipment such as computers, phones, and printers. Noise level is moderate with constant communication and interactions with others. May be required to lift 20 pounds in weight. Ability to travel on occasion to all market areas and attend seminars or training sessions offsite.

Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

DISCLAIMER

This job description is not an exclusive list of responsibilities and duties. They may change at any time without notice.

BENEFITS

• Medical, Dental, Vision & Life Insurance
• 401K with company match
• Paid Time Off & Recognized Holidays
• Leave policies
• Voluntary Benefit Options (Life, Accident, Critical Illness, Hospital Indemnity & Pet)
• Employee Assistance Program
• Employee Health & Wellness Program
• Special Loan and Deposit Rates
• Gradifi Student Loan Paydown Plan
• Rewards & Recognition Programs and much more!

Eligibility requirements apply.

CNB Bank is an equal opportunity employer and all applicants are considered based on qualifications without regard to sex, race, color, ancestry, religious creed, national origin, sexual orientation, gender identity, physical disability, mental disability, age, marital status, disabled veteran or Vietnam era veteran status. CNB Financial Corporation is an Affir

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