CNB Bank, Talent & Performance Manager at CNB Financial Corporation

Clearfield, Pennsylvania, United States -

Full Time

Start Date

Immediate

Expiry Date

14 Jul, 26

Salary

0.0

Posted On

16 Apr, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent acquisition, Performance management, HRIS, Employee relations, Leadership, Coaching, Budget management, Compliance, Data analysis, Strategic planning, Communication, Conflict resolution, Microsoft Office, Applicant tracking systems, Documentation standards, Change management

Industry

Banking

Description

Description The Talent Acquisition & Performance Management Manager is responsible for leading strategic talent acquisition initiatives and driving effective performance and conduct management across the organization. This role partners closely with CERO and HR Leaders, and business leaders to ensure hiring, HR onboarding, performance management, and compensation processes are consistent, compliant, budget-aligned, and designed to support a high-performance culture. Below is a list of essential functions of this position. Additional responsibilities may be assigned in the position. KEY RESPONSIBILITIES Partner with Talent Acquisition Leader to strategically drive Talent Acquisition initiatives aligned with the business priorities Ensure all Talent Acquisition documents, tools, and processes are reviewed and updated annually Own the Performance process in the HRIS, ensuring timely launch, ongoing monitoring, and full completion of all employee performance reviews and/or corrective actions. Coach managers on performance issues, behavioral concerns, and corrective action processes Provide guidance on progressive discipline, documentation standards, and conduct management Partner with Learning & Development to ensure all managers receive appropriate training on performance management processes and expectations Oversight of FTE Budget for accuracy and alignment with performance ATTITUDES Build positive relationships with all employees by valuing their feelings and rights in both words and actions, and embracing other's unique beliefs, backgrounds, and perspectives by demonstrating: Respect through genuine regard for the dignity, perspectives, and contributions of all individuals. Communicate openly and professionally, listen actively, and treat others fairly and consistently. Place employees at the center of decision-making by balancing organizational priorities with a clear understanding of employee needs and experiences. Open dialogue and psychological safety so individuals feel heard and respected. BEHAVIORS Demonstrates strong business ethics and honest behaviors and the ability to positively influence and work with others to achieve excellent results by demonstrating: Leadership with vision, accountability, and influence, setting clear direction and expectations aligned with organizational goals. Empower others through coaching, feedback, and development, while modeling adaptability and resilience. Make informed decisions with confidence and integrity, and drive results by aligning people, processes, and strategy. Integrity through honesty, consistency, and ethical judgment in all actions and decisions while maintaining confidentiality and building trust with employees, leaders, and stakeholders. Collaboration effectively across teams, functions, and levels to achieve shared goals. Volunteerism by committing to community engagement and social responsibility by supporting and participating in volunteer and service initiatives. COMPETENCIES Reflects skill, good judgement, positive conduct, and personal responsibility for assigned areas. Seeks to implement and leverage services and technologies that create efficiencies by demonstrating: Demonstrate accountability to all employees and the organization Proactively seek innovative ways to deliver efficient and effective results and resources. Professionally demonstrate ability to partner with senior leaders and drive HR programs in a regulated or compliance focused environment. SUPERVISORY RESPONSIBILITIES Supervisor drives strategic success from encouraging transparency, maintaining a focus on shared organizational goals, and making time for professional development. Supervisors are expected to hold regular one-on-ones with direct reports to provide them with an invaluable chance to align goals, offer guidance, and foster growth within their teams. Guides and drives the Talent Acquisition Team Leader and HR Performance Operations Associate Sets clear performance expectations, prioritizes work, and monitors outcomes to ensure alignment with organizational goals Provides coaching, feedback, and development support to strengthen team capabilities and succession readiness POSITION LEVEL(S) EXPECTATIONS Officer: Demonstrates strategic ownership of talent acquisition and 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 talent acquisition and 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. SEEKS PROFESSIONAL DEVELOPMENT OPPORTUNITIES Actively participates in professional development to enhance expertise in talent acquisition and performance management. 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 talent acquisition, 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 and applicant tracking systems, 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 Affirmative Action Employer and is committed to fostering, cultivating and preserving a culture of diversity and inclusion. https://mandatoryview.com/?LicenceId=5a7398f0-7edb-4cb7-a02b-518dcfa222fa&ProductType=IntranetLicense&SubType=PG

Responsibilities

The Talent Acquisition & Performance Management Manager leads strategic hiring initiatives and oversees performance management processes across the organization. This role partners with leadership to ensure HR practices are compliant, budget-aligned, and supportive of a high-performance culture.