CNB Bank, Human Resources Performance Manager

CNB Bank•Clearfield, PA

23d

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, using performance and engagement data to support retention and employee growth. The position oversees performance management programs and processes, including the annual review cycle, goal alignment, ongoing feedback, employee development, and talent assessment discussions. It coaches and trains managers, oversees performance-based compensation processes, analyzes workforce data, and develops retention strategies. The role also promotes respectful, inclusive, and psychologically safe working relationships; demonstrates leadership, integrity, sound judgment, and collaboration; and supports community engagement through volunteer and service initiatives. This position operates in a professional office environment, with considerable desk time using office equipment and frequent communication with others. Occasional travel to market areas and offsite seminars or training sessions may be required. The role may require lifting up to 20 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Requirements

High school diploma or GED required.
Five to seven years of progressive experience in performance management or employee relations, including coaching leaders and managing complex performance and conduct matters.
Professional communication and interpersonal skills, including the ability to write and speak effectively one-on-one and before groups.
Ability to read, comprehend, and interpret documents, and communicate directly and effectively with employees.
Digital literacy, including use of email, the internet, and intranet; ability to use telephone systems.
Proficiency with HRIS performance management platforms and Microsoft Office applications.
Ability to analyze workforce and performance data to support decision-making.
Ability to quickly learn internal systems and technology platforms used for 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 reasoning to written, oral, or diagrammed instructions and solve challenging problems involving several variables in a standardized situation.
Ability to meet the physical and work-environment demands described for the position, with reasonable accommodation where applicable.
A background screening will be conducted.

Nice To Haves

Bachelor’s degree in human resources, business administration, or a related field with HR experience is preferred.

Responsibilities

Lead the design, implementation, and continuous improvement of performance management strategy, programs, and processes.
Partner with HR and business leaders to foster 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 retention, organizational development, and talent development objectives in collaboration 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 career growth opportunities.
Build positive working relationships by communicating openly and professionally, listening actively, treating employees fairly, and supporting inclusion and psychological safety.
Set clear expectations, coach and develop others, and align people and processes to organizational goals.
Make ethical, consistent, and confidential decisions and foster partnerships across teams and functions.
Participate in volunteer and service initiatives supporting the organization’s community engagement commitment.
Participate in professional development through training, workshops, certifications, industry forums, stretch assignments, and cross-functional experiences.
Travel occasionally to market areas and attend offsite seminars or training sessions.

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