What should you pay for your next hire?

Compare salaries by role, industry, location

1 Choose a role
Industry and position

2 Set your location
Country and state or province

3 Compare your range
Select Apply to see your estimate

Showing: U.S. national salary range · USD

25th percentile

114,100

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

131,500

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

148,600

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.

Prefer a downloadable salary guide?

Download the PDF Guide

Maintenance Manager Salary in the US

Factors That Affect a Maintenance Manager’s Salary

Maintenance Manager compensation can vary based on manufacturing complexity, maintenance leadership experience, equipment reliability responsibility, team size, technical expertise, and operational scope. Employers may need to adjust compensation when the role includes multi-site maintenance, CMMS implementation, capital projects, predictive maintenance programs, Lean Manufacturing initiatives, or significant responsibility for plant reliability and operational performance.

Maintenance Manager Job Description:

A Maintenance Manager leads and oversees maintenance operations within a packaging manufacturing facility to ensure equipment reliability, production efficiency, plant safety, and overall operational performance. This role helps companies maximize equipment uptime, reduce downtime, improve asset reliability, and support continuous manufacturing operations through effective maintenance strategies and technical leadership.

Maintenance Managers often work closely with production, engineering, quality, operations, purchasing, and outside vendors. Their work may include managing preventive, predictive, and corrective maintenance programs, coordinating equipment repairs, overseeing maintenance personnel, managing spare parts inventory, supporting capital improvements, and implementing reliability initiatives. In a manufacturing environment, the role is highly operational while maintaining a strong focus on safety, planning, and continuous improvement.

Maintenance Managers are expected to understand how equipment performance impacts productivity, quality, safety, cost, and customer satisfaction. Strong candidates typically combine maintenance leadership experience with mechanical and electrical expertise, troubleshooting ability, project management skills, communication, and continuous improvement knowledge to build high-performing teams, improve equipment reliability, and drive operational excellence.

Common Responsibilities:

Leading maintenance operations to maximize equipment reliability, plant uptime, and manufacturing performance.
Developing and managing preventive, predictive, and corrective maintenance programs for production equipment and facility assets.
Scheduling and coordinating maintenance activities to minimize downtime and support production requirements.
Troubleshooting complex mechanical, electrical, hydraulic, pneumatic, and equipment issues to ensure timely resolution.
Supervising, coaching, and developing maintenance technicians while promoting a culture of safety and accountability.
Managing maintenance budgets, spare parts inventory, procurement activities, and contractor relationships to support efficient operations.
Driving continuous improvement initiatives that enhance equipment reliability, reduce downtime, and improve overall equipment effectiveness (OEE).
Supporting capital projects, equipment installations, upgrades, and facility improvements from planning through implementation.
Maintaining maintenance records, equipment histories, work orders, and CMMS documentation to support regulatory compliance and asset management.
Ensuring compliance with OSHA, environmental regulations, Lockout/Tagout (LOTO) procedures, and company safety policies.

See More Salaries

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.