Assistant Manager Job Description Template for Hiring

Use this assistant manager job description to post a clear, compliant opening quickly. It includes a copy-and-paste job brief, assistant manager responsibilities and requirements, KPIs, salary guidance, and sector-specific variants. If you’re asking “what does an assistant manager do?” or comparing titles, you’ll find concise answers here.

Job Brief (Copy and Paste)

Use this job brief as your ready-to-post summary.

[Company] is seeking an Assistant Manager to help run day-to-day operations, coach frontline teams, and deliver an excellent customer experience.

You will support scheduling, training, inventory, and performance. You will also step in for the Manager as needed.

The ideal hire brings hands-on leadership, strong communication, and comfort with POS/WFM tools. This role is pivotal to hitting sales, service, and safety targets.

• Title: Assistant Manager (Full-time; [Location])
• Compensation: [$X–$Y/hour or $X–$Y salary] + [bonus/benefits]
• Schedule: [Days], [Shifts], [Weekends/Holidays/On-call expectations]
• Reports to: [Store/General/Operations Manager]

Key Responsibilities

This section lists copyable assistant manager duties you can tailor to your operation.

Operations and Customer Experience

Set daily standards and keep the floor/operation running smoothly to drive sales and service.

• Open/close, cash handling, and POS oversight; resolve escalated customer issues.
• Ensure merchandising/line readiness, cleanliness, and signage meet brand standards.
• Maintain product availability: receive, stock, rotate, and conduct cycle counts.
• Monitor service speed (queue/hold/AHT), recovery, and CSAT/NPS feedback.
• Execute promotions/price changes and ensure accurate labeling.
• Escalate maintenance issues and coordinate quick fixes to reduce downtime.
• Step in for the Manager during absences to maintain continuity.

People Leadership and Training

Lead by example, coach to standards, and build a reliable, skilled team.

• Create and adjust weekly schedules to meet traffic and labor targets.
• Onboard and train new hires on SOPs, safety, and customer service.
• Deliver coaching, recognition, and corrective feedback; document performance.
• Facilitate shift huddles; assign roles to balance throughput and development.
• Support hiring: screenings, interviews, and references with HR/Manager.
• Foster an inclusive, respectful environment aligned to company values.

Compliance, Safety, and Quality

Uphold policies and regulations to protect people, product, and the brand.

• Enforce SOPs and HR policies; complete incident and audit reports on time.
• Lead safety checks (PPE, equipment, food/chemical handling, OSHA basics).
• Oversee quality checks (taste/line checks, room/aisle inspections, 5S).
• Safeguard cash, keys, and inventory; minimize shrink and loss.
• Ensure recordkeeping accuracy (logs, temperature checks, training signoffs).

Financials and Reporting

Tie daily execution to the numbers that matter.

• Track sales, labor cost %, waste/voids, and shrink; action variances.
• Reconcile deposits, drawers, and safe counts; investigate discrepancies.
• Submit daily/weekly reports and KPI dashboards to management.
• Support budgeting, ordering, and vendor relationships within guidelines.
• Execute cost-saving initiatives without sacrificing service or safety.

Requirements and Skills

Set clear baselines to improve candidate quality and reduce time-to-fill.

Must-Have Qualifications

Use these baseline requirements to screen for readiness and legal eligibility.

• 1–3 years in a supervisor or lead role (retail, restaurant, hospitality, warehouse, or similar).
• Proven customer service and conflict resolution skills.
• Experience with scheduling, cash handling, and basic reporting.
• Comfort using POS and scheduling/workforce tools.
• Ability to coach, give feedback, and hold others accountable.
• Eligibility to work in [country]; background checks per local law.

Preferred Skills

Prioritize these plus-ups to boost ramp speed and role impact.

• 3–5 years in multi-department or high-volume settings.
• Inventory control experience and cycle count accuracy.
• Basic Excel/Google Sheets; dashboard familiarity.
• Food safety (ServSafe), OSHA 10, or first aid/CPR (sector-dependent).
• Bilingual/multilingual for diverse customer or staff bases.
• Experience with audits, mystery shops, or QA programs.

Physical and Schedule Requirements

State expectations clearly while keeping ADA-compliant inclusive language.

• Ability to remain mobile, lift up to [30–50 lbs] occasionally, and perform tasks with or without reasonable accommodation.
• Work a variable schedule including early mornings, evenings, weekends, and holidays.
• Reliable transportation to [site(s)].
• Occasional overtime or on-call coverage based on business needs.

Salary, Benefits, and Schedule Guidance

Set transparent, competitive pay and benefits to boost job board visibility and applicant quality.

In the U.S., assistant manager salary varies by sector, location, and shift. Retail and QSR often pay hourly with bonuses. Hotels, clinics, and offices more often pay salaried.

• U.S. pay benchmarks: Many assistant manager roles fall roughly between $20–$30/hour ($42,000–$62,000 salary equivalent), with higher ranges in major metros. Retail first-line supervisor medians from BLS and employer reports (Glassdoor/Payscale) typically land in the mid-$40Ks to mid-$50Ks, with top quartiles higher in high-cost regions.
• Include benefits highlights to compete:
• Bonus/commission eligibility; shift differentials (nights/weekends).
• Medical, dental, vision; HSA/FSA; 401(k) with match.
• Paid time off, holidays, parental leave; uniform/meals/discounts.
• Commuter benefits, tuition assistance, certifications paid (e.g., ServSafe).
• Schedules: fixed vs rotating; predictability window; on-call policy.
• Pay transparency: Post a good-faith range and bonus/OT details to comply with state/city laws (e.g., CA, CO, NY, WA). Note exempt vs non-exempt status and overtime eligibility.

KPIs and Performance Metrics for Assistant Managers

Measure what the role controls to support coaching and fair evaluations.

• Customer satisfaction (CSAT/NPS): target 80%+ CSAT or NPS 40+.
• Speed of service/queue time/AHT: hit brand standards (e.g., <3 min line, <5 min drive-thru, <6 min AHT).
• Labor cost % of sales: maintain within budget (e.g., 14–18% retail; 24–30% QSR).
• Shrink/waste: keep shrink <1.5% retail; food waste <2.0% QSR.
• Inventory accuracy: 98–99% on cycle counts; variance <0.5%.
• Safety: zero lost-time incidents; complete 100% of required safety checks.
• Sales and conversion: +3–5% comp growth; conversion +1–2 pts; UPT/ATV improvements.
• Schedule adherence and attendance: >95% coverage; <2% call-off rate.
• Training completion: 100% mandatory modules on time; new-hire ramp in 30 days.

Tools and Software Assistant Managers Use

List the tools that map to daily duties to attract candidates who can ramp quickly.

• POS and payments: Square, Toast, Clover, Lightspeed.
• Workforce management (WFM) and scheduling: When I Work, Deputy, UKG, ADP.
• Inventory and ordering: NCR Counterpoint, MarketMan, Fishbowl, Finale.
• CRM and service: Salesforce, Zendesk, Freshdesk, Sprinklr messaging.
• Analytics/Dashboards: Looker, Power BI, Tableau; built-in POS analytics.
• Communications and training: Microsoft Teams, Slack, Beekeeper, Axonify.
• Safety/quality: iAuditor, Jolt, SafetyCulture; temperature/logging apps.

Customize by Industry (Swap-In Sections)

Paste one of these blocks to make your assistant manager job description fit your sector.

Retail Assistant Manager

Keep the sales floor sharp, inventory accurate, and service consistent during every shift.

• Lead opening/closing, cash office, and tills; investigate voids/returns.
• Execute planograms, price changes, and seasonal sets; ensure signage accuracy.
• Drive conversion, UPT, and attachment through coaching and role modeling.
• Oversee receiving, RTVs, cycle counts, and shrink reduction.
• Manage staffing to traffic; handle escalated customer issues.
• Tools: Retail POS, inventory suite, LP cameras/audit apps.

Requirements: 1–3 years retail lead/supervisor, merchandising and cash control, shrink awareness.

Restaurant/QSR Assistant Manager

Own speed, food safety, and shift readiness across front- and back-of-house.

• Run pre-shift line checks, temperature logs, and station readiness.
• Coach speed of service, order accuracy, and hospitality standards.
• Manage food prep, waste controls, and inventory/order guides.
• Oversee cleanliness, sanitizer concentrations, and health code compliance.
• Handle drive-thru metrics, peak deployment, and recovery.
• Tools: Toast/POS, WFM, MarketMan, safety/temperature logging.

Requirements: 1–3 years FOH/BOH leadership; ServSafe or local equivalent preferred.

Hospitality/Hotel Assistant Manager

Coordinate front desk, housekeeping, and guest recovery to maximize RevPAR and reviews.

• Oversee check-in/out, room assignment, and rate/OTA accuracy.
• Align housekeeping turns to occupancy; inspect rooms and public areas.
• Resolve escalations; manage comps and service recovery budget.
• Monitor guest reviews (Google/OTA), response SLAs, and upsell adoption.
• Tools: PMS (Opera/Cloudbeds), housekeeping apps, review response platforms.

Requirements: Front office or rooms leadership; hospitality systems experience.

Healthcare Clinic Assistant Manager

Balance patient access, compliance, and provider efficiency.

• Manage scheduling, check-in/out, and daily huddles; reduce no-shows.
• Maintain HIPAA-compliant records; oversee authorizations/referrals.
• Coordinate payer processes, eligibility checks, and POS collections.
• Monitor wait times, throughput, and patient satisfaction surveys.
• Tools: EHR/PM (eClinicalWorks, Athenahealth), telehealth, call routing.

Requirements: Clinic operations experience; HIPAA training; medical terminology familiarity.

Warehouse/Manufacturing Assistant Manager

Keep throughput high and safety first across shifts.

• Assign labor to pick/pack/ship or line areas to meet takt time.
• Enforce safety/PPE, forklift checklists, 5S, and near-miss reporting.
• Track OTIF, DPMO, and inventory accuracy; escalate bottlenecks.
• Coordinate inbound/outbound, dock scheduling, and cycle counts.
• Tools: WMS (Fishbowl/Manhattan), MES, scanners, safety apps.

Requirements: 1–3 years in warehouse/production leadership; OSHA-10/FL cert preferred.

Office/Call Center Assistant Manager

Hit service levels while coaching quality and adherence.

• Manage queues, SLAs, and schedule adherence across teams.
• Coach QA scores, empathy, and first contact resolution.
• Monitor AHT, occupancy, and shrinkage; optimize intraday staffing.
• Handle escalations and de-escalation; document performance.
• Tools: CCaaS (Five9, Genesys), WFM (Nice, Verint), CRM.

Requirements: Contact center lead experience; QA/WFM literacy.

Compliance and Inclusive Language (EEO, ADA, FLSA)

Use this section to keep your post compliant while widening your candidate pool. Laws vary by jurisdiction. Consult counsel or HR for final review.

• EEO statement (template): “[Company] is an equal opportunity employer. We value inclusion and do not discriminate based on race, color, religion, national origin, gender, gender identity, sexual orientation, age, disability, veteran status, or any protected status. We welcome applicants from all backgrounds.”
• ADA language (template): “We will provide reasonable accommodations to qualified individuals with disabilities to perform the essential functions of this role.”
• Physical demands (inclusive): “This role involves periods of standing and light-to-moderate lifting (up to [30–50 lbs]) with or without reasonable accommodation.”
• FLSA classification: Many assistant manager roles are non-exempt (overtime-eligible). Exempt status typically requires meeting specific duties and salary thresholds (e.g., executive exemption with true hiring/firing authority and primary management duties). When in doubt, classify non-exempt.
• Pay transparency: Post a good-faith range and describe bonuses/OT; required in several U.S. states and cities.

Assistant Manager vs. Related Roles

Choose the title that matches scope, autonomy, and pay band to attract the right candidates.

Assistant Manager vs. Supervisor

Use this comparison to match day-to-day scope and decision rights to the right job title.

• Scope: Supervisor leads a shift or small team; Assistant Manager helps run the location/department.
• Autonomy: Assistant Manager sets schedules and handles escalations; Supervisor executes to the plan.
• Pay: Assistant Manager typically higher due to broader responsibility.
• Hire an Assistant Manager when you need scheduling, inventory, and performance ownership, not just shift leadership.

Assistant Manager vs. Assistant General Manager

Use this if you’re debating between single-site leadership and broader, strategic oversight.

• Scope: AGMs often cover multi-department or multi-unit operations with strategic metrics.
• Autonomy: AGMs act as second-in-command to a GM; broader P&L influence.
• Complexity: More analytics, vendor, and cross-unit coordination.
• Choose AGM when scale/strategy outweigh day-to-day single-site operations.

Assistant Manager vs. Operations Coordinator

Use this to decide between people management and administrative process support.

• Role type: Coordinator is an individual contributor focused on admin/logistics.
• Management: Assistant Manager supervises people; Coordinator rarely has direct reports.
• Decision rights: Assistant Manager makes staffing and service decisions; Coordinator supports execution.
• Choose Coordinator when you need process support, not people leadership.

How to Write and Post Your Assistant Manager Job Description

Follow this quick process to finalize scope, pay, and screening for job board success and compliance. Clear, specific posts with salary and schedule details earn more qualified applies.

Checklist: From Draft to Published

Use this step-by-step checklist to turn your draft into a compliant, high-performing posting.

• Pick the right title (Assistant Manager vs. Supervisor/AGM) based on scope.
• Add the job brief, responsibilities, and requirements; tailor by industry.
• Include salary range, bonus/OT, benefits, and schedule specifics.
• Classify FLSA status; add EEO/ADA statements and physical demands.
• List tools used (POS/WFM/CRM) and 4–6 KPIs for the role.
• Optimize with location, shift, and keywords (assistant manager responsibilities, skills).
• Set application questions and knockout criteria; publish across top boards.

Screening Tips and Knockout Questions

Focus on proven shift leadership, KPI impact, and availability to cut time-to-hire.

• Prioritize candidates with hands-on shift leadership and customer recovery experience.
• Look for quantified achievements (labor %, CSAT/NPS, shrink, AHT).
• Knockout questions:
• Do you have 1+ years supervising staff in [sector]?
• Are you available for evenings/weekends/holidays as scheduled?
• Describe a time you reduced labor or shrink while maintaining service.
• Which POS/WFM tools have you used?
• Are you legally authorized to work in [country]?

30-60-90 Day Expectations

Set clear onboarding milestones so candidates know how success will be measured.

• 30 days: Complete training, learn SOPs/tools, meet team, run supervised shifts.
• 60 days: Own scheduling, coach to KPIs, close gaps (e.g., waste, AHT).
• 90 days: Run independent shifts, deliver KPI improvements (e.g., +2 pts CSAT, labor within budget), and propose one process improvement.

FAQs

Use these quick answers to finalize your assistant manager job description and hiring plan.

What does an Assistant Manager do?

An Assistant Manager helps run daily operations, leads shifts, and supports hiring, training, scheduling, and inventory. They resolve escalations, uphold safety/quality, and connect execution to KPIs like sales, labor, CSAT, and shrink. The role steps in for the Manager to maintain continuity.

What KPIs should an Assistant Manager be measured on?

Use KPIs they influence: CSAT/NPS, speed of service/AHT, labor cost %, shrink/waste, inventory accuracy, safety incidents, sales growth/conversion, attendance/schedule adherence, and training completion. Set realistic targets by sector. Review monthly and coach to trends.

How do I choose between Assistant Manager, Supervisor, or Assistant General Manager?

Match scope to title. Supervisors lead shifts; Assistant Managers own scheduling, inventory, and escalation. AGMs support multi-unit or strategic operations with broader P&L impact. If you need people leadership plus operational ownership at a single site, hire an Assistant Manager.

What salary and benefits should I post?

List a good-faith range based on location/sector (commonly $20–$30/hour or $42K–$62K salary), plus bonus/OT details. Include benefits like medical/dental/vision, PTO, 401(k), shift differentials, and perks (meals, discounts). Note schedule expectations to reduce mismatches.

Is the Assistant Manager role exempt or non-exempt?

Often non-exempt and overtime-eligible, especially in retail/QSR. Exempt status requires meeting specific duties tests and salary thresholds (e.g., executive exemption) under FLSA/state law. When uncertain, classify non-exempt and consult legal/HR.

How do I write an EEO/ADA-compliant job description?

Add an inclusive EEO statement. Use ADA-friendly physical demands (“with or without reasonable accommodation”). Avoid gendered/age-biased terms. Post a good-faith pay range where required. Keep requirements job-related and consistent with business necessity.

Which tools should Assistant Managers know?

Typical stacks include POS (Square, Toast), WFM/scheduling (Deputy, UKG), inventory (MarketMan, Fishbowl), CRM/service (Salesforce, Zendesk), analytics (Power BI), and communications (Teams/Slack). List yours so candidates can assess fit and ramp faster.

What does a non-retail Assistant Manager job description include?

Core leadership is similar, but duties change by sector. Clinics emphasize HIPAA and patient flow; warehouses focus on throughput, safety, and inventory accuracy; call centers prioritize SLAs, QA, and adherence. Use the industry swap-in blocks above.

How should I structure shift, weekend, and overtime expectations?

Be explicit about typical shift windows, weekends/holidays, rotation cadence, on-call rules, and OT eligibility. Include predictability (e.g., schedules posted two weeks in advance) and any shift differentials. Clear expectations reduce turnover and missed interviews.

What are effective knockout questions?

Ask about supervisory years in your sector, schedule availability, and tool proficiency (POS/WFM/CRM). Also request a concrete example of improving a KPI (labor, CSAT, shrink, AHT). Include work authorization and any license/certification needs (e.g., ServSafe).

What’s the difference between “Assistant Store Manager” and “Assistant Manager”?

“Assistant Store Manager” is the retail-specific title for a store environment. “Assistant Manager” is broader and appears in restaurants, hotels, clinics, warehouses, and offices. Use the specific title to improve search relevance and candidate fit.

How can I make my job post more discoverable?

Use the exact title candidates search. Add location and schedule, include salary/benefits, and front-load key terms (assistant manager responsibilities, skills, retail/restaurant). Keep bullets scannable, add tools/KPIs, and post to multiple boards plus your careers page and Google Business Profile.

Updated for 2025. Sources: U.S. Bureau of Labor Statistics (occupational wage data), SHRM guidance on job classification and pay transparency, and market benchmarks from Glassdoor/Payscale. Always align final language with local laws and your company policies.