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Showing: Canadian national salary range · CAD

25th percentile

98,500

CAD / year

Applied: National · Canada

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

120,870

CAD / year

Applied: National · Canada

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

139,740

CAD / year

Applied: National · Canada

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?

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Plant Engineer Salary in Canada

Factors That Affect a Plant Engineer’s Salary

Plant Engineer compensation can vary based on manufacturing complexity, plant size, production volume, capital project responsibility, engineering expertise, food manufacturing experience, location, and technical leadership. Employers may need to adjust compensation when the position supports highly automated production lines, large capital investments, process optimization initiatives, or complex manufacturing operations.

Plant Engineer Job Description:

A Plant Engineer is responsible for planning, designing, implementing, and optimizing manufacturing equipment, production processes, and facility systems within a food and beverage manufacturing environment. This role helps improve equipment reliability, production efficiency, food safety, product quality, and overall plant performance through engineering expertise, technical problem-solving, and continuous improvement initiatives.

Plant Engineers typically support manufacturing operations, maintenance, capital projects, process optimization, equipment installations, and facility improvements while working closely with Production, Maintenance, Quality, Sanitation, Engineering, Supply Chain, and Operations teams. Their responsibilities may include troubleshooting equipment issues, supporting new product introductions, developing process documentation, managing capital projects, implementing Lean Manufacturing initiatives, and ensuring compliance with food safety, safety, and regulatory standards.

Plant Engineers are expected to understand how manufacturing equipment, utilities, and production processes affect plant performance, product quality, food safety, operating costs, and customer satisfaction. Strong candidates typically combine engineering knowledge, project management experience, continuous improvement expertise, analytical thinking, communication skills, and the ability to solve complex technical challenges in a fast-paced food manufacturing environment.

Common Responsibilities:

Planning, designing, and implementing manufacturing equipment, process improvements, facility upgrades, and capital engineering projects.
Troubleshooting production equipment and manufacturing processes to improve reliability, efficiency, product quality, and overall plant performance.
Supporting Lean Manufacturing, Six Sigma, root cause analysis, and continuous improvement initiatives to reduce waste and increase productivity.
Developing manufacturing procedures, engineering documentation, equipment specifications, layouts, and standard operating procedures to support plant operations.
Coordinating equipment installations, commissioning, process validations, vendor activities, and capital expenditure projects while ensuring projects are completed safely and within budget.
Ensuring compliance with FDA, USDA (where applicable), SQF, HACCP, GMP, OSHA, environmental regulations, and company engineering and safety standards.
Collaborating with Production, Maintenance, Quality, Sanitation, Operations, Supply Chain, and Engineering teams to optimize manufacturing performance, support new product introductions, 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.

Job seekers: view opportunities or submit your résumé.