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National · United States · USD

25th percentile

100,500

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

122,500

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

146,000

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.

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Supply Chain Manager Salary in the US

Factors That Affect a Supply Chain Manager's Salary

Supply Chain Manager compensation can vary based on manufacturing complexity, procurement and sourcing expertise, inventory management responsibility, logistics scope, supplier management, and leadership experience. Employers may need to adjust compensation when the role includes strategic sourcing, ERP systems, demand planning, multi-site operations, international logistics, or responsibility for enterprise-wide supply chain performance.

Automation Engineer Job Description:

A Supply Chain Manager is responsible for leading and optimizing supply chain operations within a manufacturing environment to ensure the efficient flow of materials, inventory, and finished goods. This role helps companies improve customer service, operational efficiency, inventory performance, supplier relationships, and cost management through strategic planning, procurement, logistics, and continuous improvement initiatives.

Supply Chain Managers often work closely with Production, Planning, Procurement, Operations, Logistics, Warehousing, Customer Service, Finance, Sales, suppliers, and transportation partners. Their work may include managing purchasing activities, inventory planning, demand forecasting, supplier performance, materials management, logistics operations, strategic sourcing, and supply chain analytics.

Supply Chain Managers are expected to understand how supply chain performance impacts production efficiency, inventory accuracy, customer satisfaction, profitability, and overall business success. Strong candidates typically combine supply chain expertise with leadership skills, data analysis, negotiation abilities, communication, and continuous improvement knowledge to optimize supply chain performance, reduce costs, and support manufacturing excellence.

Common Responsibilities:

Leading and managing end-to-end supply chain operations, including procurement, materials management, inventory control, warehousing, logistics, and supplier performance.
Developing and executing supply chain strategies that improve customer service, operational efficiency, inventory accuracy, and cost performance.
Managing purchasing, strategic sourcing, supplier relationships, and contract negotiations to ensure quality, delivery, and cost objectives are achieved.
Overseeing demand planning, inventory management, material availability, and replenishment strategies to support uninterrupted manufacturing operations.
Monitoring supply chain performance metrics and implementing continuous improvement initiatives to reduce costs, improve service levels, and eliminate waste.
Establishing and maintaining supplier and carrier performance programs while evaluating vendor performance and driving corrective actions where necessary.
Collaborating with Production, Planning, Operations, Sales, Customer Service, Finance, and Warehousing teams to align supply chain activities with business 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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