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Showing: U.S. national salary range · USD

25th percentile

89,900

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

105,900

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

123,000

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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Logistics Manager Salary in the US

Factors That Affect a Logistics Manager's Salary

Logistics Manager compensation can vary based on transportation management experience, logistics network complexity, warehouse operations, inventory responsibility, leadership scope, and supply chain expertise. Employers may need to adjust compensation when the role includes multi-site logistics, ERP/TMS/WMS systems, international shipping, customs compliance, third-party logistics (3PL) management, or responsibility for enterprise-wide logistics operations.

Logistics Manager Job Description:

A Logistics Manager is responsible for leading and optimizing inbound and outbound logistics operations within a manufacturing environment to ensure the efficient movement of raw materials, work-in-process, and finished goods. This role helps companies improve supply chain performance, customer service, inventory flow, transportation efficiency, and cost management by overseeing logistics operations, carrier relationships, and continuous improvement initiatives.

Logistics Managers often work closely with Production, Supply Chain, Procurement, Warehousing, Distribution, Customer Service, Sales, transportation providers, and third-party logistics (3PL) partners. Their work may include managing transportation operations, coordinating inbound and outbound shipments, optimizing freight costs, monitoring inventory movement, overseeing carrier performance, ensuring regulatory compliance, and analyzing logistics performance metrics.

Logistics Managers are expected to understand how logistics performance impacts production continuity, inventory availability, customer satisfaction, operational efficiency, and overall business success. Strong candidates typically combine logistics and transportation expertise with leadership skills, problem-solving ability, communication, data analysis, and continuous improvement knowledge to optimize logistics operations, reduce costs, improve delivery performance, and support manufacturing excellence.

Common Responsibilities:

Leading and managing inbound and outbound logistics operations to ensure the timely, accurate, and cost-effective movement of raw materials and finished products.
Planning, coordinating, and optimizing transportation, warehousing, shipping, receiving, and inventory flow across the supply chain.
Managing relationships with carriers, freight forwarders, third-party logistics (3PL) providers, and transportation partners to achieve service, quality, and cost objectives.
Developing logistics strategies that improve delivery performance, freight utilization, customer service, and operational efficiency while reducing transportation costs.
Monitoring logistics performance through key performance indicators (KPIs), including on-time delivery, freight costs, inventory accuracy, carrier performance, and service levels.
Collaborating with Production, Procurement, Supply Chain, Distribution, Customer Service, Sales, and Warehousing teams to support manufacturing and customer requirements.
Ensuring compliance with transportation regulations, trade requirements, company policies, workplace safety standards, and applicable industry guidelines.

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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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