CNB Bank, Human Resources Performance Manager

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 1. Lead the design, implementation, and continuous improvement of the organization's performance management strategy, programs, and processes. 2. Partner with HR and business leaders to drive a high-performance culture through goal setting, performance evaluations, ongoing feedback, and employee development initiatives. 3. Manage the annual performance review cycle, including goal alignment, evaluation processes, performance activities, and talent assessment discussions. 4. Provide coaching, guidance, and training to managers on performance management, best practices, employee development, and performance improvement. 5. Oversee performance-based compensation processes by reviewing job descriptions and salary ranges to ensure consistency, equity, market competitiveness, and budget alignment. 6. 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. 7. 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 1. Officer: Demonstrates ownership of performance management programs, provides expert guidance to leaders, and drives con istent application of policies, processes, and standards across the organization. 2. 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. Ab