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Showing: U.S. national salary range · USD

25th percentile

96,930

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

112,355

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

123,830

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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Project Manager Salary in the US

Factors That Affect a Project Manager Salary

Project Manager compensation can vary based on project complexity, manufacturing experience, capital project responsibility, technical expertise, budget accountability, and leadership scope. Employers may need to adjust compensation when the role includes large-scale capital projects, equipment commissioning, facility expansions, process optimization, cross-functional leadership, or significant responsibility for project delivery and operational performance.

Project Manager Job Description:

A Project Manager plans, coordinates, and executes capital projects, equipment installations, process improvements, and operational initiatives within a packaging manufacturing environment. This role helps companies improve operational efficiency, equipment performance, product quality, safety, and overall plant productivity by ensuring projects are delivered on time, within budget, and in alignment with business objectives.

Project Managers often work closely with engineering, production, maintenance, quality, operations, supply chain, procurement, finance, contractors, and equipment vendors. Their work may include developing project plans, managing budgets and timelines, coordinating equipment installations and facility upgrades, supporting new product introductions, mitigating project risks, and driving continuous improvement initiatives. In a manufacturing environment, the role combines strong technical understanding with project leadership and cross-functional collaboration.

Project Managers are expected to understand how project execution impacts production, quality, safety, cost, and customer satisfaction. Strong candidates typically combine project management expertise with engineering knowledge, organizational skills, problem-solving ability, communication skills, and sound decision-making to successfully deliver projects that improve manufacturing performance and support long-term business growth.

Common Responsibilities:

Planning, coordinating, and executing capital projects, equipment installations, facility upgrades, and manufacturing improvement initiatives.
Defining project scope, objectives, schedules, budgets, resources, and deliverables while managing project risks and changes.
Monitoring project progress to ensure milestones, timelines, financial targets, and performance objectives are achieved.
Coordinating equipment procurement, installation, commissioning, validation, and production startup activities.
Supporting Production, Engineering, Maintenance, Quality, and Operations teams to minimize disruption during project execution.
Driving continuous improvement initiatives that enhance productivity, quality, safety, and Overall Equipment Effectiveness (OEE).
Managing relationships with contractors, equipment suppliers, consultants, OEMs, and other external stakeholders.
Monitoring project budgets, capital expenditures, and resource utilization while identifying opportunities for cost savings.
Ensuring compliance with OSHA, environmental regulations, engineering standards, and company safety policies.

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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.