Warehouse Job Description (Free Template, Duties, Skills, Pay) [2025]

Use this guide to write a clear, compliant warehouse job description that attracts qualified candidates and sets measurable expectations. It includes a free template, duties and skills, ADA-ready language, KPIs, pay guidance with 2025 updates, and tailoring tips for different warehouse types.

What does a Warehouse Worker do? (Quick Definition)

Use this quick definition to align your job title and summary with the core duties and OSHA-safe practices most employers expect. A warehouse worker receives, stores, picks, packs, and ships goods to keep inventory accurate and orders moving on time. They use RF scanners and a WMS to process items, operate equipment like pallet jacks or forklifts, and follow OSHA safety and housekeeping standards to maintain a clean, efficient warehouse. Copy line you can use: “Receives, stores, picks, packs, and ships products while meeting safety, accuracy, and on-time targets.” Tailor the scope by warehouse type (e-commerce, 3PL, manufacturing, cold storage) and seniority.

Warehouse Job Description Template [Copy & Paste]

Copy this ADA-ready template to publish a complete warehouse job description in minutes, then customize by operation type, shift, and KPIs. This structure improves candidate match, compliance, and training handoff from day one.

Job Brief

Use this 2–3 sentence summary to set expectations on safety, accuracy, and on-time fulfillment.

We’re hiring a Warehouse Worker to receive, store, pick, pack, and ship products accurately and safely in our [e-commerce/3PL/manufacturing/cold storage] facility. You’ll use RF scanners and our [WMS name] to process orders, move materials with pallet jacks/forklifts, and support a clean, safe work environment so customers get the right orders on time.

Key Responsibilities (by function)

Group tasks by flow to make responsibilities scannable and training-friendly; adjust targets to your site’s volumes and SLAs.

• Inbound/Receiving: Unload trailers, check counts/condition, verify against POs, label and put away to assigned locations using RF scanners.
• Inventory: Perform cycle counts and bin audits, reconcile variances, follow FIFO/FEFO, and maintain accurate location data in the WMS.
• Order Picking: Pick to cart/pallet using batch/zone/wave methods, scan items for accuracy, and meet daily pick rate targets.
• Packing: Pack orders per standards, apply correct labels and paperwork, and prepare parcels/LTL pallets for shipment.
• Outbound/Shipping: Stage loads by carrier, complete bills of lading and manifests, and support on-time carrier handoff.
• Equipment: Safely operate pallet jacks; operate forklifts if certified; perform daily equipment inspections and basic maintenance.
• Safety/Housekeeping: Follow OSHA and site rules, wear required PPE, keep aisles clear, and participate in 5S and safety huddles.

Requirements: Must-have vs Nice-to-have

Use this split to widen your candidate pool while staying operationally safe and compliant.

Must-have:

• 18+ years old and authorized to work; reliable attendance and basic English literacy.
• Ability to lift up to [50] lbs and stand/walk for most of the shift (with or without reasonable accommodation).
• Comfort using RF scanners and following WMS/system prompts.
• Safety mindset and ability to follow SOPs.

Nice-to-have:

• 6+ months in a warehouse, fulfillment, or material handling role.
• Forklift certification or prior experience with reach truck/order picker.
• Basic computer skills (email, WMS screens) and barcode familiarity (UPC/Code 128).
• Experience in [e-commerce/3PL/manufacturing/cold storage] operations.

Tip: Mark must-haves sparingly to widen your candidate pool; move most items to nice-to-have unless legally or operationally required.

Physical Demands & Work Environment (ADA-ready)

Spell out essential functions clearly and include accommodation language to support ADA compliance and reduce ambiguity.

• Stand/walk for 8–10 hours; frequent bending, reaching, and climbing short ladders.
• Lift, push, or pull up to [50] lbs; team-lift or use equipment for heavier items.
• Work in [ambient/cooler 34–40°F/freezer -10–0°F] with appropriate PPE; exposure to noise and moving equipment.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Schedule, Pay Range & Shift Differential

Transparency on schedule and pay improves applicant quality and retention; include realistic ranges and shift premiums.

• Schedule: [Day/Swing/Night], [4x10 or 5x8], weekend/holiday rotations as needed.
• Pay: $[xx]–$[yy] per hour, depending on experience and shift. Night shift differential: +$[1–3]/hr; weekend premium: +$[2–5]/hr. Overtime per applicable law.
• Peak season: Mandatory overtime may occur during [Nov–Dec or peak months]; advance notice provided.

Benefits & Perks

List benefits plainly so candidates can compare offers and see growth support.

• Health, dental, vision; 401(k) with employer match.
• Paid time off, paid holidays, and paid training.
• Steel-toe boot/PPE stipend and uniform program.
• Tuition or certification reimbursement (e.g., OSHA forklift).
• Performance bonuses and referral bonuses.

EEO/Inclusive Language & Legal Notes

Keep your JD unbiased and privacy-aware while signaling compliance on screenings and accommodations.

• EEO: We are an equal opportunity employer and consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other protected status.
• Screening: Background checks follow the Fair Credit Reporting Act (FCRA) and applicable “ban-the-box” laws; conditional offers are made before checks. Drug screening is conducted per local/state law (note cannabis restrictions where applicable).
• Accessibility: If you need a reasonable accommodation to apply or perform the job, contact [HR email/phone].

Duties and Responsibilities Explained

Use these explanations to translate “warehouse duties and responsibilities” into clear task standards, SLAs, and training points. The goal is to make expectations measurable and consistent across shifts.

Inbound: Receiving, Unloading, Putaway

Define inbound work so inventory is right the first time and downstream flow stays on track. Accurate receiving prevents shortages, overages, and delayed picking by verifying counts/condition against POs or ASNs and labeling for putaway. Workers unload trailers safely, reconcile discrepancies in the WMS, and move goods to the correct bin quickly. Example line: “Receive and put away inbound goods within 24 hours (dock-to-stock SLA).” In cold storage or food-grade sites, include FEFO and temperature verification to meet HACCP/GMP requirements.

Inventory Control & Audits

Spell out inventory control to protect margins and on-time fulfillment. Associates complete cycle counts and bin audits, investigate variances, and document root cause notes directly in the WMS. Clear ownership of locations and count schedules prevents shrink and expedites reconciliation. Example: “Complete daily cycle counts for assigned zones; maintain 99.5% bin accuracy.” In 3PLs, add client-specific audit windows, documentation rules, and sign-off requirements.

Order Picking & Packing

Clarify picking and packing so speed never compromises accuracy. State pick methods (batch/zone/wave), device prompts, and accuracy checks like double-scan, check weights, or QA sampling. Packing should include dunnage standards, hazmat labeling when applicable, and carrier service levels to hit cutoff times. Example: “Achieve 95–120 lines/hour with 99.7% order accuracy, using RF-directed picking.” For e-commerce, add returns/RMA grading and kitting as needed.

Outbound: Loading & Shipping Documentation

Frame outbound work to ensure the right freight leaves on time with complete paperwork. Associates stage by carrier/route, wrap pallets, affix labels, and finalize bills of lading or parcel manifests in line with carrier cutoffs. Strong staging discipline reduces misloads and rework. Example: “Stage and load shipments to meet a 98% on-time departure rate.” For 3PL environments, include client SLAs, EDI confirmations, and exception handling steps.

Equipment Operation & Maintenance

Define equipment expectations to meet OSHA 1910.178 and keep people and product safe. Workers operate pallet jacks and, if certified, forklifts/order pickers; they complete pre-shift PIT inspections, tag out defects, and report issues immediately. Include battery charging and LP tank changes with required PPE and safe procedures. Example: “Complete pre-shift PIT checklist; remove unsafe equipment from service.” For leads or trainers, add responsibilities for refresher coaching after incidents or near-misses.

Housekeeping & Safety (5S, PPE)

Make 5S and PPE explicit so safety and speed reinforce each other. A tidy floor supports clear travel paths, fewer product damages, and faster finds, while PPE reduces injuries and downtime. Include spill response, proper stacking heights, and area-based PPE (shoes, vests, gloves, hearing protection). Example: “Maintain clear aisles; return pallets and tools after each task; report near-misses within 24 hours.” Tailor stacking heights, PPE, and signage to your racking, equipment, and noise levels.

Core Skills and Qualifications

Use this section to decide what you’ll require vs. train, and to match candidates to your tools and workflows. Clear skills language reduces turnover and speeds ramp-up.

Technical: WMS, RF Scanners, Barcode Basics

List the systems and devices associates actually use so candidates can self-assess fit. Example: “Use [SAP EWM/Oracle WMS/Manhattan/Blue Yonder/NetSuite] with Zebra or Honeywell RF scanners to receive, move, and pick inventory; scan UPC/Code 128 barcodes and print labels.” Call out printers, label formats, or cartonization if they’re daily tasks. Tailor to your stack to attract candidates with relevant experience and shorten training time.

Certifications & Training

Note required training and renewal cadence to align with OSHA and site policy. OSHA requires training and evaluation for powered industrial trucks with re-evaluation at least every three years and after incidents (OSHA 1910.178). Example: “Employer-provided forklift training available; prior certification preferred.” Add GMP/food safety for food-grade sites, lockout/tagout awareness where relevant, and site-specific SOP certifications.

Soft Skills: Reliability, Teamwork, Communication

Call out soft skills that keep orders moving under pressure. On-time attendance, following instructions, and clear radio/face-to-face communication reduce errors and bottlenecks. Example: “Communicate slot issues or damaged goods promptly; follow SOPs and escalate blockers.” For e-commerce peaks, emphasize flexibility and sustained pace without sacrificing accuracy, and for 3PLs, note client-specific priorities.

KPIs and Performance Expectations

Publish KPIs in your warehouse job description to align hiring, training, and coaching from day one. Setting clear targets also supports fair evaluations and incentive plans.

Typical Metrics

Use these baseline targets to set expectations in your posting and onboarding plan.

• Pick rate: 60–120 lines/hour (varies by SKU size/complexity and automation level).
• Order accuracy: 99.5–99.8% (scanned picks, check weights, or QA sampling).
• Dock-to-stock time: <24 hours for standard inbound; <4 hours for cross-dock.
• On-time ship rate: 98%+ by carrier cutoff.
• Inventory accuracy: 98–99.5% by location; cycle count completion per schedule.
• Damage rate: <0.5% of units handled.
• Safety: 0 recordable incidents; daily PIT inspection completion rate 100%.

Pro tip: Set tiered expectations for new hires (e.g., 70% of target in week 2, 90% by week 6, 100% by week 10).

Tailor the JD by Warehouse Type

Use these notes to plug in environment-specific duties and requirements without rewriting your entire warehouse job description. Swap examples, tools, and KPIs to match your operation.

E-commerce Fulfillment

Emphasize small-parcel picking, fast pack, returns processing (RMA grading/refurb), and peak-season overtime. Include carrier cutoffs (UPS/USPS), gift wrapping/kitting, and accuracy standards. Add scan-based QA and seasonal ramp expectations to match order surges.

3PL/Distribution

Highlight multi-client workflows, SLA adherence, EDI docs, variable packaging, and switching between accounts. Note client inventory rules and KPI reporting. Include flexibility in tasking and clear escalation paths for client-specific exceptions.

Manufacturing/Parts

Add kitting, line-side delivery, kanban replenishment, and collaboration with production/MRP. Include lot/serial tracking and point-of-use staging. Call out dock-to-line SLAs and coordination with planners or maintenance for material availability.

Cold Storage/Food-Grade

Call out temperature ranges, FEFO, HACCP/GMP practices, PPE (freezer suits, gloves), and sanitation. Mention temp logs and allergen segregation. Add cold differential pay, extra break policies, and equipment considerations (e.g., cold-rated batteries/tires).

Pay, Shifts, and Benefits (2025 Update)

Share credible pay ranges and shift rules to increase qualified applicants and reduce renegotiation later. Cite BLS and note differentials for nights, weekends, or cold work.

Typical Hourly Ranges & Regional Notes

Most warehouse workers earn roughly $16–22/hour nationally, with medians around $18–19/hour. High-cost metros (Bay Area, Seattle, NYC/NJ) and specialized roles (freezer, forklift) often pay $20–26+. Rural and lower-cost markets trend toward $15–18. Source: U.S. Bureau of Labor Statistics, OEWS for laborers/material movers and industrial truck operators (latest 2024–2025 releases). Calibrate your posted range to your city and include shift premiums where used.

Overtime, Shift Differential, and Peak Season

Explain when overtime kicks in and how premiums work to set expectations early. Example: “Overtime paid at 1.5x after 40 hours/week; night shift +$2/hr; Sunday premium +$3/hr; peak-season bonuses of $[x] per week for attendance.” Add schedule bid rules, rotation policies, or blackout dates for PTO if applicable.

Screening, Safety, and Compliance

A few clear notes in your warehouse job description can prevent hiring and onboarding issues. Reference OSHA, FCRA, ADA, and local laws to signal compliance without overloading the posting.

Background Checks & Drug Screening (What’s Allowed)

State that screenings occur post-conditional offer, follow FCRA disclosure/authorization rules, and comply with state/local “ban-the-box” laws. Note cannabis limits if your state restricts pre-employment testing for non-safety roles; document safety-sensitive rationale when applicable. Keep screenings job-related and consistent across candidates.

OSHA & Equipment Safety

For forklifts and other PIT, OSHA 1910.178 requires operator training, evaluation, and at least three-year re-evaluations; retraining is needed after incidents/near-misses or unsafe operation. Include daily inspection checklists and lockout/tagout awareness where relevant. Mention PPE requirements and any site-specific certifications.

ADA & Reasonable Accommodation

Use “with or without reasonable accommodation,” list essential functions, and invite candidates to request accommodation. Avoid unnecessary requirements that could screen out qualified candidates (e.g., “must lift 75 lbs” if your SOPs use team-lifts/equipment). Keep descriptions focused on outcomes, not how tasks are performed.

Tools & Systems to Mention

Referencing your tech stack improves candidate fit and reduces ramp time. Add the brands and modules applicants will use daily.

Common WMS and RF Tools

Examples include SAP EWM, Oracle WMS Cloud, Manhattan, Blue Yonder (JDA), Körber/HighJump, NetSuite WMS, and ShipBob/3PL systems. RF and printing often use Zebra or Honeywell devices, with barcode symbologies like UPC, EAN, and Code 128. Include label printers, scales, and cartonization/ship software where relevant.

Automation & Conveyance

If applicable, mention conveyors and sorters, print-and-apply, stretch wrappers, voice picking (e.g., Vocollect), and AMRs/AGVs (e.g., Locus, 6 River, OTTO). State whether associates interact with robots or work in automated zones. Note any safety interlocks or traffic rules around robots and conveyors.

Career Path and Related Roles

Show next steps to boost applications and retention, and to broaden your candidate pool. Clear pathways also support internal mobility and cross-training.

From Entry-Level to Lead/Supervisor

Typical progression: Warehouse Worker → Forklift/Trainer → Lead → Supervisor → Manager. Milestones include hitting KPIs consistently, PIT certifications, mentoring peers, and taking on cycle count/quality ownership. Add leadership expectations for leads (assigning work, safety huddles) and coaching metrics for supervisors.

Warehouse Worker vs Associate vs Material Handler

• Warehouse Worker/Associate: Often interchangeable; general receiving, picking, packing, shipping.
• Material Handler: More focused on moving goods, staging, loading, and replenishment; may prioritize PIT use.
• Picker/Packer: Specializes in order selection and packing; great entry point for e-commerce.

“Top performers make time visible,” notes one operations manager. “They call out blockers early and protect accuracy under pressure.”

FAQs

These quick answers help you finalize your posting and align with OSHA/BLS guidance without overcomplicating your warehouse job description.

Is forklift certification required for warehouse jobs?

OSHA requires training and evaluation before operating forklifts or other powered industrial trucks; employers can certify workers and re-evaluate at least every three years (OSHA 1910.178).

What’s a realistic pay range in my area?

Check BLS OEWS data and local postings; most markets fall between $16–22/hour, with high-cost areas and freezer/forklift roles reaching $20–26+. Anchor your range to your city and shift premiums.

How do I write ADA-compliant physical demands?

List essential functions and typical conditions, add “with or without reasonable accommodation,” and invite accommodation requests. Avoid inflated lifting requirements if equipment/team-lifts are standard.

What KPIs should I include?

Publish pick rate, order accuracy, dock-to-stock time, on-time ship rate, inventory accuracy, and safety metrics. Set ramp-up targets for new hires and align KPIs to your warehouse type.

How should the JD change for cold storage?

Add temperature ranges, FEFO, HACCP/GMP, freezer PPE, and temp log duties. Offer cold differential pay and extra breaks per policy.

Final Checklist: Publish a Strong, Compliant JD

Use this quick review before you post.

1) Title and summary use “warehouse job description” and reflect your operation/shift. 2) Responsibilities grouped by inbound, inventory, picking/packing, outbound, safety. 3) Requirements split into must-have vs nice-to-have; inclusive language used. 4) ADA-ready physical demands with accommodation note. 5) Schedule, transparent pay range, and shift differentials listed. 6) Benefits, training, and growth path included. 7) KPIs posted with realistic ranges and ramp-up expectations. 8) EEO statement plus FCRA/ban-the-box and OSHA forklift notes. 9) Tools named (WMS, RF, equipment) aligned to your stack. 10) Tailored edits made for e-commerce/3PL/manufacturing/cold storage as needed.

Sources: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (latest 2024–2025 releases); OSHA 29 CFR 1910.178 (Powered Industrial Trucks); EEOC guidance on ADA and EEO.

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