Warehouse Worker Job Description Template for Employers

Overview

Your hiring decision comes down to clarity. Define the Warehouse Worker role precisely, post it compliantly, and set expectations candidates can meet from day one.

OSHA requires training and evaluation for powered industrial truck (forklift) operators under 29 CFR 1910.178(l). That rule affects whether you list forklift operation as a duty or a preferred skill. Link forklift use to employer-provided authorization to stay compliant.

NIOSH’s lifting equation identifies 51 lb as the recommended limit under ideal conditions. Use this to set physical demands responsibly.

For wage benchmarking and occupational context, many warehouse roles map to Hand Laborers and Material Movers in the BLS Occupational Outlook Handbook.

You’ll get a copyable template, environment-specific guidance (e-commerce, cold storage, cross-dock, manufacturing/3PL), and practical targets for performance and safety. We tie the core tasks—picking, packing, receiving, inventory control—to the tools workers actually use (RF scanners, WMS, pallet jacks, forklifts) and the regulations that govern how they use them.

The result is a posting you can publish confidently and a foundation for onboarding and performance management.

Warehouse Worker Job Description Template

Use this template as a posting-ready block; insert your company details, environment, and shift specifics, then tailor the responsibilities and requirements to match your SOPs.

Job title: Warehouse Worker

Company: [Company Name]

Location: [City, State]

Schedule/shift: [Days/hours; note weekends/OT/seasonal peaks]

Compensation: [Hourly range] + [overtime policy]; [shift differential if applicable]; [bonus eligibility]

Environment: [E-commerce fulfillment | Cold storage (°F) | Cross-dock/parcel | Manufacturing support/3PL | General distribution]

Job summary: We’re hiring a Warehouse Worker to receive, store, pick, pack, and ship products safely and accurately. You’ll use RF scanners and our warehouse management system (WMS) to track inventory, follow standard operating procedures, and keep the facility clean and organized. Success looks like on-time, error-free orders and consistent adherence to safety practices.

Responsibilities:

1. Pick, pack, label, and stage orders accurately using RF scanners and WMS.
2. Receive inbound goods; verify counts/condition; complete put-away to assigned locations.
3. Perform cycle counts and inventory checks; reconcile discrepancies promptly.
4. Operate pallet jacks and other material handling equipment; operate forklifts if trained/authorized.
5. Maintain housekeeping (5S), follow safety rules, and report hazards, damage, or near misses.
6. Prepare shipping documentation; verify seals; hand off shipments to carriers on time.

Requirements: High school diploma/GED or equivalent experience; ability to stand/walk for a full shift; lift/move packages within posted limits; basic computer/RF scanner familiarity; clear, professional communication; reliable attendance and transportation; willingness to complete background screens and I‑9/E‑Verify; forklift operation only after employer-provided training and evaluation per OSHA 29 CFR 1910.178(l).

Preferred: Prior warehouse, fulfillment, or manufacturing experience; WMS proficiency; forklift or PIT experience; familiarity with lean/5S; bilingual communication skills.

Benefits: [Medical/dental/vision], [paid time off/holidays], [401(k)], [tuition or certification support], [PPE provided], [paid training/certifications].

EEO statement: [Company] is an Equal Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other protected characteristic.

Screening and safety: Pre‑employment background check [and drug screening if applicable]. Employment contingent on completing new‑hire safety training and any required equipment authorizations.

Job brief

Choose a job brief that matches your environment and shift so candidates self-select accurately.

In this role, Warehouse Workers handle receiving, inventory, picking, packing, and shipping while following site safety rules and quality checks. You’ll use RF scanners and a WMS to track product movement, and you may operate pallet jacks or forklifts if trained and authorized. Ideal candidates are detail‑oriented, comfortable on their feet, and committed to safe, accurate, and on‑time order flow.

Warehouse Worker Responsibilities

Target responsibilities to your products and workflows, then prioritize accuracy and safety. Keep each duty concise and action‑oriented for ATS scanning and candidate clarity.

1. Pick, pack, label, and stage customer orders using RF scanners and WMS with high accuracy.
2. Receive, inspect, and put away inbound materials; document counts and condition variances.
3. Conduct cycle counts and assist with inventory reconciliation and location audits.
4. Operate pallet jacks and, if authorized, forklifts or other powered industrial trucks.
5. Maintain clean, organized aisles and workstations; follow 5S and housekeeping standards.
6. Prepare bills of lading and shipping labels; verify seals and carrier pickups meet cutoffs.
7. Follow all safety procedures and report hazards, damage, and near misses immediately.

These duties cover the daily flow while leaving room to add environment-specific tasks like cold-chain handling or hazmat checks. Avoid duplicating similar actions; instead, reference your SOPs and KPIs in onboarding so workers know what “good” looks like on your floor.

Order preparation and picking

Order prep centers on accurate, efficient picking and packing that meets cutoffs without sacrificing quality. Workers pull items by SKU, lot, or serial as required, scan picks into the WMS, confirm quantities, and pack with appropriate dunnage and labels.

Kitting or value‑add steps (bundling, light assembly) should be documented in SOPs and referenced in the posting if common. Staging areas should be clearly marked so orders flow to shipping without rework. When demand spikes, batch or zone picking and clear communication prevent congestion.

Receiving and inventory control

Inbound accuracy sets the tone for the day’s orders and your overall inventory health. Workers unload, count, and inspect shipments against paperwork, note damage or discrepancies, and enter receipts into the WMS before put‑away.

Pallet and location labeling must be legible and consistent so cycle counts and replenishment run cleanly. Encourage workers to flag repeated vendor errors—closing the loop upstream reduces downstream rework. Simple visual controls (bin labels, min/max levels) help sustain accuracy.

Quality and safety

Quality is everyone’s job—embed checks into each step rather than treating them as a separate task. Workers should inspect packaging, verify labels, and segregate damaged or suspect goods, documenting issues for QA review.

Safety practices include housekeeping, proper lifting, clear egress, and PPE usage, aligned with OSHA’s warehousing safety guidance. Reinforce near‑miss reporting and quick hazard mitigation as indicators of a healthy safety culture. The goal is consistent, incident‑free throughput with minimal defects.

Equipment operation

Only trained and evaluated workers should operate powered industrial trucks (PIT) such as forklifts, order pickers, or reach trucks. OSHA requires formal instruction, practical training, and evaluation before authorization, plus periodic re‑evaluation and refresher training under certain conditions.

Non‑PIT handling (pallet jacks, carts) still requires safe-use training and clear traffic patterns. Define equipment by model/class in your SOPs and note any height or aisle constraints that affect operation. Track equipment checklists daily to catch maintenance issues early.

Documentation and collaboration

Documentation underpins traceability, audits, and customer promises. Workers complete bills of lading, manifests, receiving reports, inventory adjustments, and exception notes in the WMS/ERP.

Hand‑offs between receiving, picking, packing, and shipping should be structured via shift huddles or digital boards so priorities are clear. Encourage concise radio or chat etiquette to keep the floor moving. A consistent paper/electronic trail reduces disputes and accelerates carrier and customer resolutions.

Shipping and compliance

Shipping accuracy hinges on correct labeling, seal verification, and adherence to carrier cutoffs. Workers match orders to the right carrier/service level, scan out, and verify pallet or trailer loads against documentation.

If you handle food, align tasks with FSMA Preventive Controls (e.g., segregation, temperature logs, allergen controls). If you handle hazardous materials, PHMSA training modules guide classification, packaging, marking/labeling, and documentation. Clear SOPs keep compliance practical and repeatable on the floor.

Warehouse Worker Requirements and Skills

State minimum requirements clearly to widen your talent pool, then add preferred skills as optional—especially for entry‑level roles. Avoid inflating must‑haves that you can train in the first weeks. Be explicit about any screening or compliance steps.

Minimum must‑have requirements (entry level):

1. Ability to stand/walk for most of an 8–12 hour shift and lift/move packages within posted limits.
2. Basic literacy with RF scanners and simple computer tasks (logins, lookups).
3. Reliable attendance and communication, including following written SOPs in English.
4. Commitment to warehouse safety rules and PPE; willingness to report hazards.
5. Authorization to work in the U.S. and to complete background screens and I‑9/E‑Verify as required.

Explain how you’ll train for site-specific tasks so candidates aren’t deterred. If forklift operation is required, note that certification and evaluation are employer-provided and a condition of performing PIT duties, not a pre-hire barrier.

Qualifications

Most employers accept a high school diploma/GED or equivalent experience for Warehouse Workers. Prior warehouse or manufacturing experience helps but isn’t mandatory for entry-level roles when training and supervision are strong.

PIT (forklift) operation requires employer-led training, evaluation, and authorization; external “licenses” alone aren’t sufficient to operate at your site under OSHA rules. State if you conduct background checks or drug screening and at what stage, and that hiring is contingent on completing new‑hire safety training. If your environment has age-restricted equipment or shifts, list those constraints.

Physical demands and work environment

Be specific: note standing/walking duration, typical lift ranges, and temperature exposure. Reference the NIOSH lifting equation to justify limits and add a reasonable accommodation statement such as “We will provide reasonable accommodations to enable individuals with disabilities to perform the essential functions.”

Describe environmental factors like cold storage temperatures, ambient warehouses without climate control, or noisy conveyor areas and the PPE you provide. Include any schedule realities: overtime peaks, weekend rotations, or seasonal demands. Clarity reduces turnover by aligning expectations early.

Preferred skills

Note WMS familiarity (e.g., RF scanning, basic transactions), inventory control basics, and picker/packer experience if relevant. Add lean/5S awareness, simple Excel/Google Sheets skills, and basic handheld/radio etiquette for coordination.

For advanced operations, list familiarity with cycle counting, slotting, kitting, or value‑add assembly. Keep “preferred” optional to avoid discouraging strong entry-level applicants who can learn quickly.

Salary, shifts, and benefits

Warehouse Workers are typically hourly, non‑exempt roles with overtime eligibility after 40 hours in a workweek. Use the BLS Occupational Outlook Handbook to benchmark wages locally and by industry.

Layer in shift differentials (e.g., +$0.50–$2.00/hour) for nights, weekends, or cold storage to stay competitive. State your typical shift patterns clearly—day, swing, night, and peak-season schedules—and whether mandatory overtime may occur.

Benefits commonly include health coverage, PTO/holidays, retirement plans, and paid training or certification, with PPE provided by the employer. Transparent pay and schedule details reduce drop‑offs and improve offer acceptance.

Certifications, training, and compliance

If your role includes forklifts or other PIT, OSHA’s 29 CFR 1910.178(l) requires formal instruction, practical training, and evaluation before a worker can operate equipment. Periodic refreshers apply under certain conditions.

OSHA’s warehousing safety guidance summarizes the common hazards to address in onboarding: powered equipment, material handling, ergonomics, housekeeping, and egress. Build a site‑specific onboarding plan that covers hazard communication, emergency procedures, PPE, and incident reporting.

For food handling or storage, align with the FDA’s FSMA Preventive Controls for Human Food by documenting processes, sanitation, temperature controls, and allergen management. If you ship or store hazardous materials, ensure workers complete PHMSA’s hazardous materials training modules aligned to their functions (e.g., classification, marking/labeling, documentation).

Where you maintain documented procedures and audits, referencing ISO 9001 principles can help structure quality management and continuous improvement without overcomplicating the floor.

KPIs and performance standards

Define a few practical, coachable targets so workers know how performance is measured. Common metrics include pick accuracy (e.g., 99%+), units or lines picked per hour (set by product size/slotting; publish a range for ramp-up vs. steady‑state), on‑time staging to carrier cutoff (e.g., 98%+), inventory accuracy at cycle count (e.g., 97–99%+), and incident‑free days.

Include attendance and teamwork expectations, such as being on‑time for shift huddles and following radio etiquette. Phrase KPIs as goals with training support—“Targets are introduced during onboarding and adjusted by product mix and season”—so you set standards without scaring off capable entry-level candidates. Use these KPIs for feedback loops and recognition, not just enforcement.

Variants by warehouse environment

The core of a warehouse worker job description stays the same, but environment-specific nuances drive different requirements and preferred skills. Clarify these differences in your template so the right candidates apply and you stay compliant.

E-commerce fulfillment

Expect high SKU counts, rapid turns, and weekend or holiday peaks. Accuracy with RF scanning and WMS transactions is critical, and workers should be comfortable with batch or zone picking and pack‑to‑ship stations.

State peak season expectations up front (OT windows, mandatory weekends) and any metrics like lines per hour. Value‑add tasks (kitting, inserts, custom labels) are common—include them if frequent.

Cold storage

Quantify temperature ranges (e.g., 34–40°F chill, 0°F freezer), maximum time‑in‑cold per rotation, and provided PPE layers. Equipment and batteries behave differently in the cold; call out any cold-rated gear and safety checks like frost accumulation.

Offer shift differentials for cold exposure and ensure warm‑up breaks are part of the schedule. If food is involved, reference sanitation steps and temperature logs.

Cross-dock and parcel hubs

Work emphasizes rapid unload/load, conveyor familiarity, trailer cube optimization, and meeting strict cutoff times. List dock safety, trailer restraint checks, and fast scanning accuracy as priorities.

Candidates should be comfortable with high pace, repetitive lifts, and tight timelines. Clear dock assignments and visual bay controls reduce congestion and errors.

Manufacturing and 3PLs

Duties can include line‑side delivery, kitting, Kanban replenishment, and handling multiple client SOPs. Emphasize schedule stability, lot/serial accuracy, and SLA awareness if you serve external customers.

Strong communication with production or client reps is essential to balance priorities. Document change control for client requirements so workers can adapt quickly and consistently.

Career path and related job titles

A typical progression is Warehouse Worker → Lead → Coordinator → Supervisor → Manager, with lateral steps into Inventory Control, Shipping/Receiving, or Safety. Clarify how workers can earn PIT authorizations, learn WMS transactions, or take on auditing to grow.

Related titles often overlap: “Warehouse Associate” is a broad generalist comparable to Warehouse Worker; “Picker/Packer” focuses on order fulfillment; “Forklift Operator” centers on PIT use and may require more experience. State which you need to minimize mis‑hires and align compensation and KPIs accordingly.

How to customize this job description

Start by separating the essentials from trainable skills, then layer in environment and compliance specifics. Keep the posting lean, but link it to a training plan and KPIs during onboarding so expectations are clear.

1. Define must‑haves (attendance, lifting/standing, safety mindset, basic RF/WMS) and move PIT operation to “required after training” unless truly day‑one.
2. Add environment details: temperature ranges, cutoffs, peak‑season OT, hazmat/food handling controls.
3. Publish pay structure (hourly, OT, shift differentials) and schedule patterns; avoid vague “flexible hours.”
4. Include EEO language and screening steps (background, drug testing if used, I‑9/E‑Verify), and a reasonable accommodation statement.
5. Reference KPIs as goals with ramp‑up periods and coaching support.

Close by noting how new hires progress (e.g., 30–90 day milestones: safety checkoffs, WMS proficiency, accuracy/throughput goals). This shows a path and reassures candidates you’ll invest in their success.

Frequently asked questions

Below are direct answers you can reuse in postings and candidate communications to reduce back‑and‑forth and set expectations early.

What is the minimum set of must-have requirements for an entry-level Warehouse Worker?

Reliable attendance, ability to stand/walk a full shift, safe lifting within posted limits, basic RF/WMS familiarity, and a commitment to safety and SOPs. Everything else—like PIT operation—can be trained after hire.

How should pay differ for night shifts or cold storage environments?

Many employers offer night/weekend differentials and additional premiums for sustained cold exposure; benchmark locally and state the dollar amount in your posting for transparency.

Which KPIs should be listed in a Warehouse Worker posting without discouraging applicants?

Keep it to a few: pick accuracy (e.g., 99%+), lines/units per hour (with ramp‑up), on‑time staging, and incident‑free performance. Emphasize coaching and ramp‑up periods.

Do Warehouse Workers legally need forklift certification, and who provides the training?

Yes, if they will operate PIT; OSHA requires employer-provided training, evaluation, and authorization under 29 CFR 1910.178(l). External “licenses” don’t replace site authorization.

What’s the difference between a Warehouse Worker, Warehouse Associate, and Picker/Packer?

“Worker” and “Associate” are generalists across receiving, inventory, picking, packing, and shipping; “Picker/Packer” focuses on order fulfillment activities with fewer inbound tasks.

How do I adapt a Warehouse Worker job description for e-commerce versus manufacturing support?

E‑commerce emphasizes scan accuracy, fast turns, weekend peaks, and pack‑to‑ship; manufacturing support emphasizes line‑side delivery, kitting, lot/serial accuracy, and SLA or production cutoffs.

What physical demands should be quantified in the posting, and how do I phrase reasonable accommodations?

Note standing/walking duration, lift ranges, and temperatures, referencing NIOSH’s ideal 51‑lb limit under optimal conditions. Add “We provide reasonable accommodations to enable individuals with disabilities to perform essential functions.”

Which compliance statements (EEO, drug-free workplace, background checks) belong in the JD?

Include an EEO statement, note any background/drug screening, and confirm I‑9/E‑Verify; you can reference EEOC guidance for inclusive language.

What training plan should I outline for new hires (first 30–90 days)?

Week 1: safety onboarding and core SOPs; Weeks 2–4: WMS tasks and accuracy goals; by 60–90 days: cross‑training, KPI targets, and PIT authorization if applicable.

How can I reflect OSHA and food safety requirements if my warehouse handles perishables?

Reference sanitation, temperature logs, allergen controls, and FSMA Preventive Controls. Train workers on handling procedures and document compliance in SOPs.

Which WMS skills should be listed for entry-level candidates versus experienced hires?

Entry‑level: logins, scans, lookups, simple picks/receipts; experienced: cycle counts, adjustments, replenishment, slotting, and exception handling.

How can I differentiate seasonal Warehouse Worker postings to attract peak-season talent?

Highlight start/end dates, guaranteed hours, OT opportunities, training provided, and performance bonuses; streamline requirements to widen the applicant pool.

OSHA Powered Industrial Trucks (29 CFR 1910.178)

NIOSH Lifting Equation Guidance

BLS OOH: Hand Laborers and Material Movers

OSHA Warehousing Safety Overview

FDA FSMA Preventive Controls for Human Food

PHMSA Hazardous Materials Training Modules

ISO 9001 Quality Management Systems

EEOC: Overview of Laws Enforced