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Showing: U.S. national salary range · USD

25th percentile

124,500

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

145,900

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

168,000

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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Engineering Manager Salary in the US

Factors That Affect an Engineering Manager's Salary

Engineering Manager compensation can vary based on manufacturing complexity, plant size, production volume, maintenance responsibility, capital project experience, technical expertise, location, and leadership scope. Employers may need to adjust compensation when the position oversees multiple engineering disciplines, large maintenance organizations, highly automated production systems, or significant capital improvement programs.

Engineering Manager Job Description:

An Engineering Manager leads the engineering, maintenance, and technical operations within a food and beverage manufacturing facility to ensure equipment reliability, operational efficiency, food safety, and plant performance. This role helps maximize production uptime, optimize manufacturing processes, support capital projects, and improve overall equipment effectiveness through strong technical leadership and continuous improvement initiatives.

Engineering Managers typically oversee maintenance, engineering, utilities, facilities, capital projects, preventive maintenance programs, and equipment reliability while working closely with Production, Quality, Sanitation, Operations, Supply Chain, and Executive Leadership. Their responsibilities may include managing maintenance teams, planning equipment upgrades, implementing preventive and predictive maintenance strategies, overseeing capital expenditures, supporting new equipment installations, and ensuring compliance with food safety, safety, and regulatory standards.

Engineering Managers are expected to understand how equipment performance directly impacts production efficiency, product quality, food safety, operating costs, and customer satisfaction. Strong candidates typically combine engineering expertise, maintenance leadership, project management experience, financial acumen, problem-solving ability, communication skills, and the ability to develop high-performing technical teams in a fast-paced food manufacturing environment.

Common Responsibilities:

Leading engineering, maintenance, facilities, and technical operations to maximize equipment reliability, production efficiency, and plant performance.
Developing and managing preventive, predictive, and corrective maintenance programs to minimize downtime and extend equipment life.
Planning and executing capital projects, equipment installations, facility upgrades, and process improvement initiatives within budget and schedule.
Managing maintenance personnel through recruitment, coaching, training, performance management, and workforce development.
Monitoring equipment performance, maintenance KPIs, operating costs, and asset reliability while driving continuous improvement initiatives.
Ensuring compliance with FDA, USDA (where applicable), SQF, HACCP, GMP, OSHA, environmental regulations, and company engineering and safety standards.
Collaborating with Production, Quality, Sanitation, Operations, Supply Chain, and Executive Leadership to improve manufacturing performance, support business growth, and achieve operational objectives.

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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.

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