CNB Bank, Human Resources Performance Manager

CNB Financial Corporation•Clearfield, PA

11h•$57,300 - $113,880•Onsite

About The Position

The Human Resources Performance Manager leads the organization’s performance management strategy and partners with HR and business leaders to foster a high-performance culture. The role connects individual performance with business objectives, talent development, and compensation programs through goal setting, continuous feedback, performance evaluations, career development, and workforce analytics. It uses performance and engagement data to support retention, reduce turnover risk, and promote employee growth opportunities. The position demonstrates respect, trust, inclusion, open communication, and active listening, while balancing organizational priorities with employee needs. It promotes psychological safety and open dialogue, and exemplifies leadership, integrity, collaboration, ethical decision-making, confidentiality, and community engagement. The role partners with HR leadership to advance strategic HR programs in a regulated environment and uses data, technology, and process improvements to support organizational effectiveness. The position may be assigned at Officer or Assistant Vice President level. Officer-level expectations include owning performance management programs, advising leaders, and driving consistent application of policies and processes. At the Assistant Vice President level, the role serves as a strategic subject matter expert, anticipates workforce trends, translates business strategy into scalable talent practices, exercises advanced judgment in complex performance and employee relations matters, leads program design and continuous improvement, and mentors managers and HR partners. The position operates in a professional office environment, with considerable desk time and use of office equipment. It involves moderate noise and regular communication and interaction with others. Occasional travel to market areas and offsite seminars or training sessions may be required. The employee may need to lift up to 20 pounds. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

Requirements

High school diploma or GED required.
Five to seven years of progressive experience in performance management or employee relations.
Experience coaching leaders and managing complex performance and conduct matters.
Ability to read, comprehend, and interpret documents.
Professional communication and interpersonal skills, including the ability to write and speak effectively one-on-one and before groups, and to communicate directly and effectively with employees.
Digital literacy, including use of email, internet, and intranet; ability to use telephone systems.
Proficiency in HRIS performance management platforms and Microsoft Office applications.
Ability to analyze workforce and performance data to support decision-making.
Ability to learn and navigate internal systems and technology platforms supporting recruiting, onboarding, compensation, and performance management.
Ability to analyze and interpret workforce metrics, compensation data, budgets, and performance trends; calculate rates, ratios, percentages, and variances; and interpret charts and reports.
Ability to apply common-sense understanding to written, oral, or diagram-form instructions and solve challenging problems involving several variables in standardized situations.
Ability to meet the position’s physical and work-environment requirements, including potentially lifting up to 20 pounds and occasionally traveling to market areas or offsite events.
Successful completion of a background screening.

Nice To Haves

Bachelor’s degree in human resources, Business Administration, or a related field.
HR experience, in connection with the preferred bachelor’s degree.

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 promote 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.
Coach, guide, and train managers on performance management, best practices, employee development, and performance improvement.
Oversee performance-based compensation processes by reviewing job descriptions and salary ranges for consistency, equity, market competitiveness, and budget alignment.
Analyze performance, engagement, and retention data to identify trends and support employee retention and organizational and talent development objectives, collaborating with the Employee Experience and Learning & Development Teams.
Develop and implement retention strategies using performance, engagement, and talent data to identify retention risks, address turnover drivers, and strengthen employee career growth opportunities.
Participate in professional development through training, workshops, certifications, industry forums, stretch assignments, and cross-functional experiences.
At the Assistant Vice President level, lead program design and continuous improvement, anticipate workforce and performance trends, influence leaders, exercise advanced judgment in complex matters, and mentor managers and HR partners.
Support the organization’s community engagement commitment through participation in volunteer and service initiatives.

Benefits

Medical, dental, vision, and life insurance.
401(k) with company match.
Paid time off and recognized holidays.
Leave policies.
Voluntary benefit options, including life, accident, critical illness, hospital indemnity, and pet coverage.
Employee Assistance Program.
Employee Health & Wellness Program.
Special loan and deposit rates.
Gradifi Student Loan Paydown Plan.
Rewards and recognition programs.