Material Handler Job Description Template Guide

If you need an editable material handler job description, this guide includes a template, industry variants, KPIs, and salary language to customize for your site before posting.

Use the sections below to plug in your location, shifts, equipment, and reviewed requirements.

Jump to: Template · Industry variants · Equipment training · Pay and shifts · Hiring checklist.

What Does a Material Handler Do?

A Material Handler safely moves, stores, tracks, and stages materials and finished goods. The goal is to keep production, warehousing, shipping, and receiving running on time.

Day to day, they:

Load and unload trucks.
Pick and pack orders.
Feed production lines.
Perform cycle counts.
Operate equipment such as pallet jacks and forklifts as trained and employer-authorized; independent powered industrial truck (PIT) operation requires relevant training and workplace evaluation.

Success measures can include accuracy, timeliness, safety, and teamwork. An illustrative target is 99%+ pick accuracy, calibrated to your site. Safety expectations include reporting hazards, incidents, and near misses and following assigned escalation or corrective-action procedures; staging expectations should match the line schedule.

Use the template below as your starting point. Then customize by industry, shift, and tools to match your site.

Copy-Ready Material Handler Job Description Template

Use this material handler job description template as a paste-ready foundation. Add your site location, shift schedule, and company perks.

[Company Name] is hiring a Material Handler to receive, move, store, and stage materials and products to the right place at the right time—safely and accurately. You’ll use RF scanners and material handling equipment (MHE) with our warehouse management system (WMS) to support shipping/receiving, inventory control, and production or order fulfillment.

Responsibilities (Core Tasks)

Receive, verify, and put away inbound materials using RF scanners and WMS transactions.
Pick, pack, and stage orders to meet daily shipping and production schedules.
Load and unload trucks; secure loads and complete bills of lading and packing lists.
Perform inventory moves, transfers, and cycle counts; reconcile variances promptly.
Operate pallet jacks and carts as assigned; operate forklifts and other powered industrial trucks (PIT) independently only after relevant training, workplace evaluation, and employer authorization.
Line-feed and backflush materials to production work centers as scheduled.
Follow standard operating procedures (SOPs), 5S, and visual management standards.
Inspect materials for damage, lot/serial accuracy, and expiration (where applicable).
Maintain clean, safe aisles and storage locations; immediately correct or report hazards.
Use basic computer/WMS tasks to print labels, confirm picks, and complete/close tasks.
Communicate shortages, delays, and quality issues to leads and supervisors.
Assist with returns processing (RMA) and put-back to stock within service levels.

Requirements (Skills, Qualifications, Certifications)

1+ year in warehousing, shipping/receiving, logistics, or manufacturing preferred; entry-level applicants considered with basic math, attention to detail, and ability to read packing lists and SOPs.
RF scanner and basic WMS experience preferred; site-specific training provided. Specify any skills required at hire. Replace optional system examples—SAP EWM, Oracle NetSuite, Manhattan, or Blue Yonder—with your site's tools.
Forklift/PIT experience preferred; employer arranges relevant training and workplace evaluation before independent operation. Prior credentials alone do not establish site readiness.
Strong attention to detail, basic math, and ability to read packing lists/BOLs and SOPs.
Able to prioritize, meet deadlines, and work both independently and as part of a team.
Safety-first mindset; follows lockout/tagout, load rating, and pedestrian/MHE rules.
Reliable attendance and flexibility for overtime/shift changes as business requires.
Basic computer literacy (email, label printing, WMS transactions).
Effective communication in English; bilingual a plus.
Willing to complete pre-employment screenings applicable to the role and location.

Work Environment & Physical Requirements

Stand/walk for [duration] during a [shift length]-hour shift; bend, reach, and stoop [frequency] for [essential tasks].
Lift/carry up to [load] lbs [frequency] to [essential task]; specify push/pull demands and team-lifts or equipment used. Customize around essential functions and reasonable accommodation; see EEOC guidance.
Work around moving equipment, on concrete floors, and in varying temperatures.
PPE as required (safety shoes, hi-vis, gloves, hearing/eye protection as needed).
Shifts may include days, swing, nights, weekends, and overtime based on volume.
Use of RF scanners, label printers, and common MHE (pallet jacks, carts, forklifts).
Occasional exposure to dust, noise, odors, or condensation; mitigated per SOP.
Reasonable accommodations will be made to enable individuals with disabilities to perform essential functions.

Customize Your JD by Industry

Different environments call for different tasks, tools, and safety rules. Select additions that match the worker's assigned, trained, and authorized duties under your site's approved procedures; review applicable requirements before posting.

Manufacturing/Warehouse Variant

Add line-feeding, kitting, work order staging/returns, backflushing, and kanban card management.
Emphasize lot/serial tracking, BOM accuracy, and point-of-use replenishment.
Include SAP/Oracle/Infor transactions (goods issue/receipt, transfer postings).
Note tugger/cart routes, milk runs, and signal-based replenishment (e.g., 2-bin).
Highlight 5S, TPM checks, and defect tagging/material segregation.
Call out ESD or clean area handling if applicable.

E-commerce Fulfillment Variant

Focus on RF-directed picking, packing, SLAs (orders/day, cut-off times), and returns (RMA) triage.
Include cartonization, dunnage standards, and scan-based ship confirmation.
List common carriers (UPS/USPS/FedEx) and label systems; specify the shipping methods and carrier processes used at your site.
Add slotting moves, cycle counting by ABC class, and peak volume overtime.
Reference KPIs like pick rate, order accuracy, and on-time shipment %.
Note gift-wrap, kitting/bundles, and photo/condition documentation for returns.

Pharma cGMP/Hazardous Materials Variant

Include assigned cGMP/GDP documentation, controlled room temp (CRT) handling, and expiry/FEFO duties under approved site procedures.
Call out lot/batch documentation, chain of custody, and deviation reporting.
Specify reviewed standards and training applicable to the actual role, including authorized access to controlled substance or quarantine areas where relevant.
Describe assigned hazmat, SDS, and labeling tasks, with the applicable reviewed requirements and task-specific training.
Include assigned temperature-control and cold-chain pack-out duties; specify how handlers report temperature or calibration concerns. List mapping, validation, or calibration work only if specifically assigned, trained, and authorized.
Require cleanroom gowning or sterile area protocols if relevant.

Cold Storage Variant

Note freezer/cooler work (e.g., -10°F to 40°F), warmup rotations, and condensation safety.
Include equipment care in cold (battery swaps, condensation wipe-downs, anti-slip).
Emphasize FEFO, temperature logs, and damaged/frozen packaging inspection.
Provide cold-weather PPE (parkas, gloves, balaclavas) and time limits per policy.
Include powered pallet jack and reach truck duties only after relevant training, workplace evaluation, and employer authorization; address slick-surface conditions in site training.
Call out defrost and ice removal SOP participation.

Compliance Boilerplate You Can Reuse

Use these sample statements as starting points for the end of your JD. Localize the wording and review it for your employer and jurisdiction.

EEO/DEI Statement (Copy-Paste)

Sample wording: We are an Equal Opportunity Employer. We do not discriminate based on race, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, pregnancy, protected veteran status, or any other status protected by law. We value diversity and encourage candidates from all backgrounds to apply.

If you operate under a federal contract, add: We participate in E-Verify. Applicants have rights under federal employment laws.

ADA & Essential Functions Language

Sample wording: The statements above are intended to describe the general nature and level of work being performed. They are not an exhaustive list of all responsibilities, duties, and skills required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. If you need assistance or an accommodation, contact [accommodations email/phone].

To keep physical requirements job-related, tie them to essential tasks (e.g., “lift up to 50 lbs to move cases to pallet”) and offer alternatives (team-lift, carts) when practical.

Pay Transparency and Shift Differential Guidance

Sample wording: Pay range for this role is $[low]–$[high] per hour, based on experience, certifications (e.g., forklift), and shift. Second shift adds a $[0.50–$1.50]/hour differential; third shift adds $[0.75–$2.00]/hour. Overtime is paid in accordance with federal and applicable state law. We also offer [benefits list]. Some jurisdictions require posting the range; do not request or rely on salary history where prohibited.

Union sites should add seniority/bid language consistent with the CBA.

Certifications, Tools, and Tech Stack

List the exact tools you use, the skills required at hire, and the skills taught after hire.

Forklift/Powered Industrial Truck Certification

Under OSHA 29 CFR 1910.178(l), the employer must ensure PIT operators are competent through relevant training and evaluation before independent operation, including on sit-down/stand-up forklifts and reach trucks.
Training combines formal instruction, practical training, and workplace performance evaluation for the relevant truck and conditions. Trainers and evaluators must have the knowledge, training, and experience to train operators and evaluate competence.
Prior training can avoid duplication only for topics appropriate to the truck and working conditions, after evaluation establishes competence. A prior certificate alone is not enough. The employer certifies training and evaluation, recording the operator's name, training and evaluation dates, and trainer/evaluator identities.
Evaluate performance at least once every three years. Provide refresher training in relevant topics, with evaluation of its effectiveness, after unsafe operation, an accident or near miss, an evaluation showing unsafe operation, assignment to a different truck type, or a workplace change affecting safe operation.
For entry-level roles, state: “Training provided; relevant training and workplace evaluation must be completed before independent PIT operation.” Trainees may operate only under direct supervision by a qualified trainer and where operation does not endanger the trainee or other employees.

WMS & RF Scanners (Examples and Tasks)

WMS examples: SAP EWM, Oracle WMS/NetSuite, Manhattan, Blue Yonder (JDA), Infor, Fishbowl, Odoo.
RF hardware: Zebra and Honeywell scanners/printers; barcode standards like GS1-128, UPC, Code 128.
Typical tasks: receiving (GR/putaway), picking (wave/batch/zone), packing/ship confirm, inventory transfers, cycle counts, label printing, and exception handling.
Note any automation: conveyors, pick-to-light, voice-pick, carousel, AMRs/AGVs.

Salary, Shifts, and Benefits

Use a localized pay range and clear shift rules to describe the compensation and schedule candidates can expect.

National Benchmarks and Localization Tips

Benchmarks: BLS OEWS data commonly used for Material Handler-type roles includes “Laborers and Freight, Stock, and Material Movers, Hand” (53-7062) and “Industrial Truck and Tractor Operators” (53-7051). National medians typically range from the high teens per hour for hand material movers to the low 20s for skilled PIT operators. Check current BLS tables for your state/metro.

How to localize in 5 steps:

Identify the benchmark occupation (53-7062 for general handlers; 53-7051 if heavy PIT).
Pull your state/metro percentile ranges (25th–75th) from BLS.
Consider site-specific skill premiums. Hypothetical examples: +$1–$3/hr for forklift, +$1–$2/hr cold storage/hazmat; replace with your pay policy.
Layer shift differentials (see examples below).
Package benefits: medical, paid time off, retirement match, attendance bonuses, referral bonuses, and tuition or certification reimbursement.

Overtime and Shift Differential Examples

Overtime language: Covered nonexempt employees receive at least 1.5 times the regular rate for hours worked over 40 in a workweek under the FLSA. Review applicable state and local requirements, including daily overtime rules where relevant. The U.S. Department of Labor explains that weekend work alone does not trigger federal overtime; the weekend premium below is a hypothetical employer premium, separate from overtime. DOL also notes that job title alone does not determine exempt status.
Shift differential examples you can paste:
Second shift (2p–10p): +$1.00/hour differential.
Third shift (10p–6a): +$1.50/hour differential.
Weekend premium: +$1.00/hour for hours worked on Saturday/Sunday.
Bonus examples: Attendance bonus up to $100 per month; referral bonus $500 after 90 days for referred hires.

KPIs and Performance Expectations

The values below are illustrative employer targets, not industry benchmarks. Calibrate them to your site's tasks, equipment, staffing, and policies before using them in a JD or coaching plan.

Pick/putaway accuracy: ≥ 99.5%.
Lines picked per hour: 60–120+ depending on SKU size, travel, and automation.
On-time staging to production/ship lanes: ≥ 98%.
Inventory count accuracy (cycle counts): ≥ 98–99%.
Damage rate during handling: ≤ 0.1% of units handled.
Safety: Report hazards, incidents, and near misses; follow assigned escalation and corrective-action procedures. Example equipment measure: 100% daily checklist completion.
Housekeeping/5S audit scores: ≥ 90%.
Attendance/punctuality: ≤ 2 unexcused absences per quarter (policy-specific).
Productivity adherence: ≥ 95% vs. engineered or historical standards.
Continuous improvement: ≥ 1 improvement suggestion implemented per quarter.

Role Comparisons and Levels

Clarify scope so candidates self-select. You can also build progression paths that retain talent.

Material Handler vs. Forklift Operator

Material Handler: Broad scope including manual handling, RF scanning, putaway/pick/pack, staging, cycle counts, and basic equipment; independent PIT operation requires relevant training, workplace evaluation, and employer authorization.
Forklift Operator: Operates PIT (sit-down, stand-up, reach, clamp) for most of the shift, including precise racking, high-bay moves, and dock work. Prior experience may be preferred, but a prior certificate alone does not replace relevant training and workplace evaluation before employer authorization.
Many postings blend both; specify percentage of time on PIT vs. manual tasks to set expectations.

Leveling Framework (I/II/Lead) and Career Path

This is an illustrative framework: adapt tenure bands and pay steps to your site and demonstrated skills.

Material Handler I (0–12 months): Entry-level; trains on RF/WMS basics, standard picks, putaway, and housekeeping; may complete relevant PIT training and workplace evaluation for employer authorization.
Material Handler II (12–36 months): Cross-trained across inbound/outbound, cycle counts, line-feeding; employer-authorized on assigned PIT after relevant training and workplace evaluation; mentors peers; handles problem orders and basic SAP/WMS transactions.
Lead/Sr. Handler: Coordinates workflow for a cell/zone, assigns tasks, reports KPIs, trains new hires, escalates safety/quality issues; may act as backup supervisor.
Career paths: PIT Specialist, Inventory Control, Shipping/Receiving Coordinator, Production Planner, or Supervisor. Illustrative pay progression: 5–15% per level plus skill premiums; replace with your site's pay structure.

Pre-Employment and Onboarding Checklist

Use these checklists to organize applicable hiring steps and site-specific onboarding.

Pre-employment (as permitted by law and your policy):

I-9 and work authorization; E-Verify if applicable.
Background check consistent with local/fair chance laws.
Drug screening (and alcohol testing if DOT-covered).
Medical clearance if respirator use or specific physical demands are essential.
Motor Vehicle Record (MVR) if driving company vehicles or forklifts on public ways.
Physical ability test aligned to job-related tasks (e.g., lift/carry, push/pull).
Union postings or internal bid/seniority process, if applicable.
Reference checks and prior employment verification.

Onboarding and training (30/60/90 days): These are planning windows, not permission to operate PIT. Complete relevant training and workplace evaluation before independent operation. Trainee operation must be directly supervised by a qualified trainer and must not endanger the trainee or other employees.

Day 0–7: Site safety, OSHA basics, PPE, pedestrian/MHE rules; WMS/RF login, receiving/picking SOPs; shadow a trainer.
Days 8–30: PIT formal/practical training (if required) and workplace operator evaluation before independent operation; qualify on primary zone; begin productivity tracking and daily huddles.
Days 31–60: Cross-train (inbound/outbound/cycle counts); quality checkpoints; introduction to CI/5S activities.
Days 61–90: Validate against KPIs; complete relevant training and evaluation before authorization for additional equipment/routes; review development plan and next-skill premiums.

FAQs

Use these employer questions to review the duties, requirements, and site details in your material handler job description.

Do Material Handlers need forklift certification?
If PIT operation is assigned, the employer must ensure relevant training and workplace evaluation establish competence before independent operation and certify that training and evaluation. A prior certificate alone is insufficient. Evaluate performance at least every three years; provide refresher training and evaluate its effectiveness after unsafe operation, an accident or near miss, an evaluation showing unsafe operation, a different truck type, or a workplace change affecting safe operation.
What are typical lifting requirements?
Specify your site's actual essential tasks, loads, frequency, and handling aids rather than copying a universal weight limit. For example, describe the cases moved to a pallet and any team-lift or equipment options. Keep reasonable accommodation in mind.
What shifts are common?
Schedule examples include days, swing, nights, and weekend crews. A hypothetical off-shift differential is $0.50–$2.00/hour. Replace these examples with your actual hours, rotation, overtime expectations, and pay policy.
What hazards should be listed?
Moving equipment, pinch points, cold/heat exposure, noise, and working at height (if applicable). Mitigate with training, PPE, SOPs, and aisle discipline.
What pre-employment screenings are appropriate?
I-9, background check per local law, drug screen, and MVR if driving. Add medical clearance only when tied to essential functions (e.g., respirator, specific lifting).
How do I tailor a JD for cGMP or hazmat?
Describe assigned GDP/cGMP documentation, lot/expiry control, quarantine, temperature-control, and hazmat tasks under approved site procedures. Specify reviewed requirements and task-specific training; include specialist work only when the handler is assigned, trained, and authorized to perform it.
What benefits attract overnight/rotating-shift handlers?
Shift differentials, predictable schedules, paid meal breaks where allowed, attendance bonuses, tuition/certification reimbursement, and extra PTO or wellness stipends.
When should union/seniority language appear?
If your site is unionized, include references to the CBA, bidding, seniority, and pay progression per the agreement.

Copy and Customize the Template & Checklist

Copy the template above directly into your ATS or doc and personalize the company name, location, shifts, equipment, and pay range. For a ready-to-edit version, paste this page into a document editor and save as DOCX or Google Doc.

Include the applicable pre-employment and onboarding checklists in your hiring packet, customized for your site.

References

OSHA, Powered Industrial Trucks, 29 CFR 1910.178 — https://www.osha.gov/laws-regs/regulations/standardnumber/1910/1910.178
OSHA, Hazard Communication Standard (HazCom), 29 CFR 1910.1200 — https://www.osha.gov/hazcom
U.S. Bureau of Labor Statistics (BLS), Occupational Employment and Wage Statistics (OEWS):
Laborers and Freight, Stock, and Material Movers, Hand (53-7062) — https://www.bls.gov/oes/
Industrial Truck and Tractor Operators (53-7051) — https://www.bls.gov/oes/
GS1 General Specifications (barcoding standards) — https://www.gs1.org/standards
FDA 21 CFR Part 211 (cGMP for Finished Pharmaceuticals) — https://www.ecfr.gov/current/title-21/part-211
U.S. DOT Hazardous Materials Regulations (49 CFR Parts 171–180) — https://www.ecfr.gov/current/title-49/subtitle-B/chapter-I/subchapter-C

Note: This article is for general information and is not legal advice. Always align your postings and practices with current federal, state, and local laws and your legal counsel’s guidance.