Material Handler Job Description Template Guide

If you need a copy-ready material handler job description you can post today, this guide has you covered. It includes a compliant template, industry variants, KPIs, and salary language you can paste into your ATS.

Use the sections below to plug in your location, shifts, and equipment. Attract qualified candidates fast while staying aligned with OSHA and pay transparency rules.

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.

In most operations, success is measured by accuracy, speed, safety, and teamwork. Targets often include 99%+ pick accuracy, zero recordables, and on-time staging to the line.

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, carts, and (if certified) forklifts and other powered industrial trucks (PIT).
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 considered with strong work ethic.
Proficient with RF scanners and basic WMS tasks; experience with SAP EWM, Oracle NetSuite, Manhattan, or Blue Yonder is a plus.
Forklift/PIT experience preferred; OSHA-compliant training/certification provided if needed.
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 most of an 8–12 hour shift; frequent bending, reaching, and stooping.
Regularly lift, carry, push, or pull up to 50 lbs; team-lift or use equipment above that.
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 require different tasks, tools, and safety rules. Copy one of the variants below to target the right talent and stay compliant.

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; fix-rate shipping knowledge.
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 cGMP/GDP compliance, controlled room temp (CRT) handling, and expiry/FEFO.
Call out lot/batch documentation, chain of custody, and deviation reporting.
Reference 21 CFR 211/820 fundamentals and controlled substance or quarantine areas if applicable.
Add hazmat basics (49 CFR, WHMIS, IATA DGR as applicable) and SDS/labeling compliance.
Include temperature mapping, cold-chain pack-out, and calibration awareness.
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.
Highlight powered pallet jack and reach truck operation on slick surfaces.
Call out defrost and ice removal SOP participation.

Compliance Boilerplate You Can Reuse

Clear, inclusive boilerplate builds trust and protects your posting. Paste these into the end of your JD and localize where noted.

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

Right-sizing your requirements reduces time-to-fill and improves quality-of-hire. List the exact tools you use and which skills are trainable.

Forklift/Powered Industrial Truck Certification

OSHA 29 CFR 1910.178 requires employer-provided training and evaluation for PIT operators (e.g., sit-down/stand-up forklifts, reach trucks).
Training includes classroom, practical, and performance evaluation on the specific equipment and conditions.
Refresher training/evaluation is required at least every three years, or sooner after an incident, unsafe operation, or equipment/process change.
Many employers certify in-house with a qualified trainer; third-party courses are also common.
For entry-level roles, state “Training provided; certification required within [X] days of hire.”

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

Transparent, localized ranges and clear shift rules boost applicant conversion. They also reduce back-and-forth.

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

Overtime and Shift Differential Examples

Overtime language: Overtime is paid at 1.5x the regular rate for hours worked over 40 in a workweek (or as required by state law). Some states have daily OT rules; ensure your posting aligns with local requirements.
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

Set clear targets to align expectations and make coaching objective.

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: 0 recordable incidents; 100% daily equipment 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; PIT may be part of the role if trained.
Forklift Operator: Specializes in operating PIT (sit-down, stand-up, reach, clamp) for the majority of the shift with precise racking, high-bay moves, and dock work; typically requires prior certification/experience.
Many postings blend both; specify percentage of time on PIT vs. manual tasks to set expectations.

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

Material Handler I (0–12 months): Entry-level; trains on RF/WMS basics, standard picks, putaway, and housekeeping; may earn PIT certification.
Material Handler II (12–36 months): Cross-trained across inbound/outbound, cycle counts, line-feeding; proficient on PIT; 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. Pay typically steps up 5–15% per level plus skill premiums.

Pre-Employment and Onboarding Checklist

Use these checklists to streamline hiring and speed time-to-productivity.

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): 1) Day 0–7: Site safety, OSHA basics, PPE, pedestrian/MHE rules; WMS/RF login, receiving/picking SOPs; shadow a trainer.

2) Days 8–30: PIT classroom/practical (if required) and operator evaluation; qualify on primary zone; begin productivity tracking and daily huddles.

3) Days 31–60: Cross-train (inbound/outbound/cycle counts); quality checkpoints; introduction to CI/5S activities.

4) Days 61–90: Validate against KPIs; certify to additional equipment/routes; review development plan and next-skill premiums.

FAQs

Quick answers to the most common employer questions help you finalize a clear, compliant material handler job description.

Do Material Handlers need forklift certification?
OSHA requires employer-provided training/evaluation before operating PIT. If the role includes driving forklifts, certify before solo operation and refresh at least every three years or after incidents/changes.
What are typical lifting requirements?
Most roles require lifting up to 50 lbs with team-lifts or equipment above that. Keep requirements job-related and offer accommodations or aids where practical.
What shifts are common?
Three-shift operations are common: days, swing, nights, plus weekend crews during peak. Many employers offer $0.50–$2.00/hour differentials for off-shifts.
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?
Add GDP/cGMP documentation, lot/expiry control, quarantine, temperature control, and hazmat awareness (49 CFR) plus required training.
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.

Download 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 pre-employment and onboarding checklists in your hiring packet to speed time-to-hire.

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.