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Showing: U.S. national salary range · USD

25th percentile

97,000

USD / year

Applied: National · United States

Employees in this section often have a lower level of experience or skills and are still growing into their role. This role may also be at a small to medium-sized business.

Median · 50th percentile

110,000

USD / year

Applied: National · United States

Employees in this section typically demonstrate the required level of experience plus many skills that are deemed an asset. This role is likely at a medium-sized business.

75th percentile

126,500

USD / year

Applied: National · United States

Employees in this section typically demonstrate a higher-level of expertise and/or enhanced qualifications. They should also have a proven track record and cultural fit. This role is likely at a larger business.

National benchmark. Select a state or province to view a regional estimate.

How regional estimates work

Regional results apply a location percentage to the national benchmarks and round the figures. The same location adjustment is used across roles in that region. These are estimates, not separate local salary surveys. US results are shown in USD and Canadian results in CAD.

See beyond your own hiring market.

TQR brings a cross-market perspective shaped by recruiting across specialized industries. Our salary benchmarks combine that firsthand compensation intelligence with external research through a weighted methodology, helping employers put individual hiring decisions into a broader market context.

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Production Manager Salary in the US

Factors That Affect Production Manager's Salary

Production Manager compensation can vary based on production volume, team size, manufacturing complexity, GMP and food safety requirements, ERP responsibility, and continuous improvement expectations. Employers may need to adjust compensation when the role includes multi-line production oversight, Lean or Six Sigma leadership, regulatory compliance responsibility, or significant accountability for safety, quality, cost, and delivery performance.

Production Manager Job Description:

A Production Manager leads and oversees daily manufacturing operations within a food and beverage production facility. This role helps companies achieve production targets, maintain food safety and quality standards, improve operational efficiency, and optimize plant performance while ensuring compliance with Good Manufacturing Practices (GMP) and regulatory requirements.

Production Managers often work closely with production, maintenance, quality assurance, sanitation, supply chain, and engineering teams. Their work may include managing production schedules, monitoring line performance, coordinating labour and equipment resources, maintaining ERP documentation, supporting continuous improvement initiatives, and resolving production challenges to ensure safe, efficient, and cost-effective operations. In a manufacturing environment, the role is highly practical and results-driven.

Production Managers are expected to understand how production performance impacts safety, quality, customer service, cost, and overall business success. Strong candidates typically combine manufacturing leadership experience with operational knowledge, problem-solving ability, communication skills, and sound decision-making to improve productivity, reduce waste, develop high-performing teams, and drive a culture of continuous improvement.

Common Responsibilities:

Lead daily production operations across one manufacturing unit, ensuring targets for safety, quality, cost, and delivery are achieved.
Maintain GMP compliance and ensure accurate production documentation within ERP systems.
Partner with Quality to uphold GFSI, BRCGS, SQF, HACCP, FDA, and USDA requirements.
Conduct safety, quality, and 6S audits while driving corrective actions and accountability.
Analyze production data to identify trends, improve efficiency, reduce waste, and increase yield.
Develop and coach production teams while promoting a culture of safety, quality, and continuous improvement.
Monitor line performance and operational KPIs to support plant productivity and customer service goals.

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Plan Your Next Hire

Set a salary budget that fits the role

Use the published percentiles to establish a working budget, then choose a target that reflects the contribution you need. The median can anchor an initial discussion; broader responsibilities or more specialized requirements deserve a closer review before you settle on a range.

Confirm what the business can support across salary, incentives, and benefits. Agree on the flexibility available before interviewing, and give the hiring team a clear basis for discussing compensation.

Define the work behind the title

A strong benchmark starts with a well-defined role. Compare these details before applying the salary range:

Scope: Will the person lead a team, manage one facility, or oversee several locations?
Accountability: Which decisions, budgets, projects, customers, or operational results will they own?
Capability: Which skills and qualifications are essential from day one, and which can be developed?
Working arrangements: What schedule, travel, on-site presence, and on-call availability are required?

Match the responsibilities to the appropriate country and industry. If the role combines several functions, seek a more specific assessment rather than relying on the closest title alone.

Build an offer around four essentials

TQR’s salary guides encourage employers to consider compensation, benefits, culture, and opportunity together. Make each part of the offer clear enough for a candidate to evaluate.

Compensation

Separate guaranteed pay from potential incentives. Explain targets, eligibility, payment timing, and how future compensation reviews are handled.

Benefits

Outline health coverage, retirement contributions, paid time off, and other relevant benefits. Explain employee costs, eligibility, and waiting periods.

Culture

Describe the working environment, leadership expectations, communication, and available support. Give candidates a practical understanding of safety, well-being, and day-to-day working conditions.

Opportunity

Show how the person can develop through training, expanded responsibilities, or progression. Be specific about what exists today and what remains a future possibility.

Plan the search before you begin

Align the hiring manager and decision-makers on the role, budget, and essential selection criteria. Set interview stages that answer distinct questions, agree on how candidates will be evaluated, and identify who can approve an offer.

Discuss compensation expectations early. Keep candidates informed as the search progresses, and make sure everyone involved can explain the role and the complete package consistently.

Hiring questions answered

What if the exact job title is not listed?

Compare responsibilities, seniority, and required skills. For a specialized or unusually broad position, discuss the scope with TQR before adopting another role’s benchmark.

What if a candidate requests more than the range?

Review the role’s scope, the candidate’s relevant experience, and the full package. Revisit your budget and internal comparisons before deciding whether the request is appropriate for this hire.

How should I budget for bonuses or commissions?

Build a separate view of guaranteed pay and potential variable compensation. Document the targets and payment conditions. Confirm how each pay component is defined before comparing packages.

How should I compare an offer with my existing team?

Consider employees with comparable responsibilities, relevant skills, and experience. Review any differences in scope and the overall package before setting the offer. Use the external benchmark as one input to that discussion.

Job seekers: view opportunities or submit your résumé.