Free salon manager job description templates for hair, nail, med spa, barbershop, and small salons, with FLSA, tip, and license guidance. DOCX download.
6 free templates for hair, nail, med spa, barbershop, and small salons, with the FLSA, tip, commission, and licensing guidance generic templates skip. Download as DOCX.
A salon manager runs the day-to-day of a salon so the stylists can focus on clients and the owner can step back from the chair. In most salons it is a hands-on, people-heavy role, and in many it is a working manager who also cuts, colors, or does nails. Hiring one well starts with a job description that matches your salon type and is honest about the pay, the tips and commission, and whether the role is exempt from overtime, which it often is not.
At FirstHR, we build hiring and onboarding tools for small businesses, and salons are squarely the kind of owner-run business we are built for, where the owner is hiring their first manager and handling it themselves. These six templates cover the role across salon types: hair, nail, med spa, barbershop, assistant manager, and a small independent version. Each is ready to use, with the FLSA, tip, and licensing guidance generic templates leave out. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A salon manager runs salon operations: scheduling, staff, clients, retail, and compliance, and often provides services too. The role is typically hourly and non-exempt, paid around $22 an hour (BLS median $46,690 for first-line supervisors of personal service workers) plus commission and tips. A working manager who mostly cuts or does nails usually stays non-exempt. Download six templates as DOCX, by salon type, with the compliance built in.
What a Salon Manager Does
A salon manager runs the business and operations side of a salon: managing the schedule, leading and scheduling staff, owning the client experience, handling retail and inventory, tracking revenue and commissions, and keeping the salon compliant with sanitation and licensing standards. In many small salons the manager is also a working manager who provides services alongside running the business.
The closest federal occupation is first-line supervisors of personal service workers, which covers salon and personal-care management. The exact shape of the role depends heavily on the salon type and size, which is why this page gives you several typed versions rather than one generic template, plus the compliance content that actually matters for this role.
Which Template Should You Use?
Pick the template by salon type, then decide whether it is a working manager or purely operational. The core structure is the same across all six, but each one emphasizes the duties, compliance, and pay structure that fit a specific kind of salon. Use this guide to choose.
Hair Salon Manager
Full-service hair salon
The baseline: run operations, lead stylists, own the client experience and retail, and often take clients behind the chair as a working manager.
Nail Salon Manager
Nail salon
Operations plus the strict sanitation and disinfection standards a nail salon needs, leading technicians and keeping the salon licensed and compliant.
Med Spa Manager
Medical aesthetics
The higher-regulation version: salon management plus the added compliance of a medical spa, working alongside a medical director and providers.
Barbershop Manager
Barbershop
Run the shop, manage barbers and walk-ins, handle chair-rental or commission models, and often cut as a working manager.
Assistant Salon Manager
Support / growth role
Supports the manager and owner, covers the front desk, and steps up to run the salon when needed. A strong growth path toward full manager.
Small / Independent Salon
Owner's first manager
Written for an owner-run salon hiring its first dedicated manager: a wear-many-hats role taking over daily operations as the owner steps back.
Match the Template to Your Salon
A full-service hair salon: Hair Salon Manager. A nail salon: Nail Salon Manager. A medical spa: Med Spa Manager. A barbershop: Barbershop Manager. Need coverage and a growth path: Assistant Salon Manager. An owner-run salon hiring its first manager: Small / Independent Salon. The biggest single choice across all of them is whether the manager also provides services, because that drives both pay and overtime classification.
6 Free Salon Manager Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: salon and job summary, key responsibilities, qualifications, pay and classification, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Hair, nail, med spa, barbershop, assistant, and small independent salon. All in one DOCX.
Template 1: Hair Salon Manager
The baseline: run operations, lead stylists, own the client experience and retail, and often take clients behind the chair as a working manager. Use it for a full-service hair salon.
Hair Salon Manager Job Description
HAIR SALON MANAGER JOB DESCRIPTION
Salon: __
Location: __
Reports to: Owner
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Confirm by duties (often non-exempt if also doing hair; see note)
Pay: $_____ per hour OR $_____ per year, plus [commission / tips]
ABOUT [SALON NAME]
[One or two sentences about your salon, your services, your team, and the
culture the manager will help lead.]
JOB SUMMARY
[Salon Name] is hiring a Hair Salon Manager to run the day-to-day operations of
our salon and help our stylists do their best work. You will manage scheduling,
staff, client experience, retail, and the books, and depending on the role you
may also take clients behind the chair. We want someone who keeps the salon
running smoothly and the team motivated.
KEY RESPONSIBILITIES
•Manage daily salon operations and the appointment schedule
•Lead, schedule, and support stylists and front-desk staff
•Own the client experience and handle escalations
•Manage retail inventory, product orders, and displays
•Track revenue, commissions, and basic salon books
•Maintain sanitation, safety, and licensing standards
•Help recruit, onboard, and train new team members
•[Optional: provide hair services as a working manager]
REQUIRED QUALIFICATIONS
•Salon, retail, or hospitality management experience
•Strong leadership, scheduling, and people skills
•Customer service and conflict-resolution ability
•Comfort with salon software and basic bookkeeping
•[Cosmetology license if providing services: required by state]
PREFERRED QUALIFICATIONS
•Experience in a hair salon environment
•Knowledge of retail and commission structures
COMPENSATION AND HOW TO APPLY
Pay: $_____ (state hourly or annual), plus [commission / tips]
Benefits: __
To apply, send your resume to __ or apply in person.
[Salon Name] is an equal opportunity employer.
Template 2: Nail Salon Manager
Operations plus the strict sanitation and disinfection standards a nail salon needs, leading technicians and keeping the salon licensed and compliant.
Nail Salon Manager Job Description
NAIL SALON MANAGER JOB DESCRIPTION
Salon: __
Location: __
Reports to: Owner
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Confirm by duties (often non-exempt; see note)
Pay: $_____ per hour OR $_____ per year, plus [commission / tips]
JOB SUMMARY
[Salon Name] is hiring a Nail Salon Manager to run our nail salon and keep our
technicians, clients, and operations on track. You will manage scheduling, staff,
client service, inventory, and sanitation, and ensure the salon meets state
licensing and health standards. A great nail salon manager keeps the salon busy,
clean, compliant, and welcoming.
KEY RESPONSIBILITIES
•Manage daily operations and the appointment book
•Lead and schedule nail technicians and front-desk staff
•Own client experience and resolve issues
•Manage product inventory and supply orders
•Enforce strict sanitation and disinfection standards
•Track revenue, commissions, and tips per policy
•Maintain compliance with state cosmetology/nail licensing
•Help recruit, onboard, and train technicians
REQUIRED QUALIFICATIONS
•Salon or service-business management experience
•Strong leadership and organizational skills
•Knowledge of nail-salon sanitation and safety standards
•Customer service and people-management ability
•[Nail tech / cosmetology license if providing services]
PREFERRED QUALIFICATIONS
•Nail salon experience
•Familiarity with salon booking software
COMPENSATION AND HOW TO APPLY
Pay: $_____ (state hourly or annual), plus [commission / tips]
Benefits: __
To apply, send your resume to __ or apply in person.
[Salon Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
[Salon Name] is hiring an Assistant Salon Manager to support the manager and owner
in running the salon day to day. You will help with scheduling, front-desk
coverage, client service, retail, and team support, stepping up to run the salon
when the manager is out. This is a great role for someone growing toward a full
manager position.
KEY RESPONSIBILITIES
•Support daily operations and the appointment schedule
•Cover the front desk and greet and check out clients
•Help resolve client questions and issues
•Support retail sales and inventory
•Step in to run the salon when the manager is away
•Help with sanitation, opening, and closing
•Support onboarding and training of new staff
•[Optional: provide services as a working assistant manager]
REQUIRED QUALIFICATIONS
•Salon, retail, or customer service experience
•Reliable, organized, and a strong team player
•Good communication and people skills
•Comfort with salon software and the front desk
•[Cosmetology license if providing services]
PREFERRED QUALIFICATIONS
•Prior lead or keyholder experience
•Interest in growing into a salon manager role
COMPENSATION, GROWTH, AND HOW TO APPLY
Pay: $_____ per hour, plus [commission / tips]
Growth: clear path to Salon Manager
To apply, send your resume to __ or apply in person.
[Salon Name] is an equal opportunity employer.
Template 6: Salon Manager (Small / Independent Salon)
Written for an owner-run salon hiring its first dedicated manager: a wear-many-hats role taking over daily operations as the owner steps back.
Salon Manager Job Description (Small / Independent Salon)
SALON MANAGER JOB DESCRIPTION (SMALL / INDEPENDENT SALON)
Salon: __
Location: __
Reports to: Owner
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Confirm by duties (often non-exempt; see note)
Pay: $_____ per hour OR $_____ per year, plus [commission / tips]
JOB SUMMARY
[Salon Name] is a small, owner-run salon hiring our first dedicated Salon Manager.
As the owner steps back from daily operations, you will take over running the
salon: scheduling, staff, clients, retail, inventory, and the day-to-day, working
side by side with the owner. This is a wear-many-hats role for someone who wants
real ownership of how the salon runs.
KEY RESPONSIBILITIES
•Run daily operations so the owner can step back
•Manage the schedule, staff, and front desk
•Own the client experience start to finish
•Handle retail, inventory, and supply orders
•Track revenue, commissions, and tips per policy
•Keep the salon compliant with licensing and sanitation
•Help hire, onboard, and train new team members
•[Often: provide services as a working manager]
REQUIRED QUALIFICATIONS
•Salon experience and a manager's mindset
•Comfortable wearing many hats in a small business
•Strong people, scheduling, and organization skills
•Trustworthy and reliable enough to run the salon
•[Cosmetology license if providing services]
PREFERRED QUALIFICATIONS
•Prior lead, keyholder, or management experience
•Familiarity with salon software and basic books
COMPENSATION AND HOW TO APPLY
Pay: $_____ (state hourly or annual), plus [commission / tips]
Benefits: __
To apply, send your resume to __ or apply in person.
[Salon Name] is an equal opportunity employer.
Salon Manager Duties and Responsibilities
Salon manager duties cluster into four areas: operations, people and clients, money, and compliance and safety. A strong job description picks the specific responsibilities from each area that match your salon rather than listing every possible task.
Operations
Manage daily operations and the schedule
Handle bookings, walk-ins, and the front desk
Manage retail, inventory, and supply orders
People and clients
Lead, schedule, and support staff
Own the client experience and escalations
Recruit, onboard, and train new team members
Money
Track revenue, commissions, and tips per policy
Manage product sales and basic books
Support pricing, memberships, and promotions
Compliance and safety
Maintain sanitation and disinfection standards
Keep licensing and certifications current
Follow health, safety, and labor rules
For a nail salon or med spa, the compliance and safety area carries more weight. For a small independent salon, the manager owns a bit of everything. To scope the role to your salon, the guide to defining job responsibilities walks through the process.
What to Include in the Job Description
Every strong salon manager job description includes the same core sections, but the choice that matters most is whether the manager also provides services, because it drives the pay structure and the overtime classification.
Weak bullet
Strong bullet
Run the salon
Manage daily operations, scheduling, and the front desk
Manage staff
Lead, schedule, and support stylists and front-desk staff
Handle money
Track revenue, commissions, and tips per a clear written policy
Keep it compliant
Maintain sanitation standards and keep licensing current
Manager experience
Salon or service-business management with people-leadership skills
Specific, honest bullets attract the right candidates and set clear expectations. Keep the language neutral and inclusive too, since the EEOC prohibits job advertisements that show a preference based on protected characteristics, and the SHRM job description tools cover the standard sections of a job description.
FLSA, Tips, and the Working Manager
This is the part the generic salon templates skip, and it is the part most likely to create wage-and-hour risk: whether your salon manager is exempt from overtime, and how tips and commission work. The answer surprises many owners.
A Manager Who Mostly Cuts Is Usually Non-Exempt
To be exempt under the executive exemption, a manager must be paid on a salary basis at or above the federal threshold, have managing as their primary duty, regularly direct two or more full-time staff, and have hiring authority. A working manager who spends most of their time providing services generally fails the primary-duty test and stays non-exempt, owed overtime over 40 hours a week, despite the title. On tips, a working manager may keep tips from their own clients but cannot take from staff tips or a tip pool. This is general information, not legal advice.
The practical rule for an owner: if your manager spends most of their time cutting, coloring, or doing nails, treat them as non-exempt and pay overtime unless you have confirmed otherwise, and never assume a manager title settles it. Commission pay does not change overtime status either. For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain how the tests work, and the Department of Labor FLSA page is the primary source.
Licensing and Compliance
Beyond pay, salon management carries licensing and classification rules that a small owner needs to handle from the start. A manager who personally provides services must hold the current cosmetology, barbering, or nail license their state requires, and the salon itself must hold any required establishment license.
Worker classification is the other trap: treating a stylist as a 1099 booth renter when they actually function as an employee is aggressively enforced in some states, with real penalties, so confirm whether your staff are employees or genuine independent renters. Sanitation and chemical safety standards apply across hair, nail, and med spa settings. Because these rules vary by state and the specifics matter, confirm your obligations with your state cosmetology board and qualified advisors. For the job description itself, the key is to state the license requirement clearly based on whether the role includes hands-on services.
Salon Manager Pay
Salon managers are typically paid hourly or a modest salary, often plus commission and tips, so describe the base and the variable pay separately. Government data sets the base anchor.
Median Around $22 an Hour (BLS)
The closest federal occupation, first-line supervisors of personal service workers, reported a median wage of about $46,690 a year, roughly $22 an hour, with a 10th percentile near $31,000 and a 90th around $72,000 (U.S. Bureau of Labor Statistics). Some aggregator figures run much higher because they fold tips and commission into total pay, so read base and total pay separately.
Most clean base-pay sources put the median in the low-to-mid $40,000s to mid $50,000s, with tips and commission added on top in many salons. The related field of barbers, hairstylists, and cosmetologists is projected to grow about 5 percent through 2034. Set your base range to your local market and government data, then describe the commission and tip structure clearly, since transparent pay helps a small salon compete for a reliable manager.
Hiring Your First Salon Manager
There are more than a million salon businesses in the US, overwhelmingly small and owner-operated, and for most of them the salon manager is the owner's first real management hire. The owner has been cutting all day and running the business in between, and reaches the point where they can no longer do both well. That first-manager moment is exactly where the right job description and a smooth handoff matter most. The same pattern shows up across the salon team, which is why hiring a cosmetologist or a hair stylist shares the same owner-led reality.
This is usually the owner's first management hire
Most salons are small and owner-operated, and for years the owner is the manager: cutting or doing nails all day and running the business in between. The salon manager role becomes real at the point the owner can no longer do both and hires someone to run daily operations. That first manager hire is a turning point, and it is exactly who the small and independent salon template here is written for. You are not staffing a corporate management layer; you are handing the keys to one trusted person so you can step back from the day-to-day, which means the posting should be honest about the wear-many-hats reality of a small salon rather than copying a big-chain job description.
A working manager who also cuts or does nails is usually non-exempt
This is the single biggest thing generic salon templates get wrong. Many salon managers spend most of their time providing services, cutting, coloring, or doing nails, rather than purely managing. Under federal rules, that hands-on, skilled service work does not qualify for the executive exemption, so a manager whose primary duty is performing services generally remains non-exempt and is owed overtime for hours over 40 in a week, even with a manager title. To be exempt, a manager must be paid on a salary basis at or above the federal threshold, have managing as their primary duty, regularly direct two or more full-time staff, and have real hiring authority. Many salon managers do not meet all of those. Confirm the classification against the actual work before you set the role up as salaried-exempt. This is general information, not legal advice.
Tips, commission, and licensing all have rules worth getting right
Salon pay is rarely just a wage. A working manager may keep the tips they personally earn from their own clients, but cannot take a share of other staff members' tips or a tip pool. Commission pay does not make a worker exempt, and non-exempt staff must still receive at least minimum wage and overtime. On top of pay, the role often requires a current cosmetology, barbering, or nail license to provide services, and worker classification matters too: treating a stylist as a 1099 booth renter when they function as an employee is aggressively enforced in some states. Build the offer, the commission agreement, license tracking, and onboarding so these are handled from day one. FirstHR fits this people side for a small salon: e-signature for offers and commission agreements, training modules for sanitation and safety, task workflows for onboarding, and document management for licenses and renewals. To be clear about scope, FirstHR is an onboarding and HR platform, not a salon booking or point-of-sale system, and it does not run payroll, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a structured onboarding, which matters in salons because the manager you hire will set the tone for the whole team and you want them effective fast.
Confirm the offer and the commission structure in writing, collect the new hire paperwork, verify any required license, and run a first-weeks plan covering your systems, opening and closing, and team introductions. Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new manager a structured start. FirstHR connects the offer, commission agreement, paperwork, e-signatures, and onboarding workflow in one place, plus document management for licenses and renewals, so a small salon owner can manage the full process directly. FirstHR is an onboarding and HR platform, not a booking or point-of-sale tool, and it does not run payroll, so connect those separately. Applicant tracking is coming soon.
Key Takeaways
A salon manager runs operations, staff, clients, retail, and compliance, and in many small salons also provides services as a working manager.
Use the template that matches the salon: hair, nail, med spa, barbershop, assistant, or small independent.
A working manager who mostly cuts or does nails is usually non-exempt and owed overtime, despite the manager title.
On tips, a working manager may keep their own client tips but cannot take from staff tips or a tip pool; commission does not change overtime status.
Pay runs around $22 an hour (BLS median $46,690) plus commission and tips; read base and total pay separately.
The role is most often the owner's first management hire; the small independent template is written for that moment.
Frequently Asked Questions
What does a salon manager do?
A salon manager runs the day-to-day operations of a salon so the stylists and the owner can focus on their work. Core duties include managing the appointment schedule, leading and scheduling staff, owning the client experience, handling retail and inventory, tracking revenue and commissions, maintaining sanitation and licensing standards, and helping recruit, onboard, and train team members. In many small salons the manager is also a working manager who provides services, cutting hair, doing nails, or barbering, in addition to running the business. The exact mix depends on the salon type and size. In a small independent salon, the manager wears many hats and works closely with the owner; in a larger salon or med spa, the role is more purely operational and may include more compliance and financial responsibility.
Is a salon manager exempt or non-exempt under the FLSA?
Often non-exempt, which surprises many owners. Under the Fair Labor Standards Act, a manager is exempt from overtime only if they are paid on a salary basis at or above the federal threshold, have management as their primary duty, regularly direct two or more full-time employees, and have genuine hiring and firing authority. A working salon manager who spends most of their time providing services, cutting, coloring, or doing nails, generally fails the primary-duty test, because that hands-on skilled work is not management. The Department of Labor specifically notes that workers who primarily perform skilled hands-on service work are not exempt. So a manager title alone does not make someone exempt, and many salon managers remain non-exempt and entitled to overtime. Confirm the classification against the actual duties and pay. This is general information, not legal advice.
Can a salon manager keep tips?
A working salon manager can keep the tips they personally and directly earn from their own clients, but cannot take a share of other employees' tips or a tip pool. The Department of Labor's own guidance uses the example of a salon owner-manager who is actively engaged in the business keeping the tips left by customers whose hair they personally cut and style. The key distinction is between tips you earn yourself and tips earned by your staff: a manager or supervisor may keep the former but not the latter. Separately, commission pay does not change a worker's overtime status, so a non-exempt manager paid hourly plus commission must still receive at least minimum wage and overtime. Set clear, compliant tip and commission policies in writing as part of the offer. This is general information, not legal advice.
What should a salon manager job description include?
A strong salon manager job description names the salon type up front, hair, nail, med spa, or barbershop, and includes a short salon summary, a job summary, and responsibilities grouped into operations, people and clients, money, and compliance and safety. State the schedule, the pay structure including any commission and tips, and whether the role is a working manager who also provides services. The most valuable additions that generic templates skip are an honest FLSA exempt-versus-non-exempt note for working managers, the tip and commission rules, the cosmetology or barbering license requirement where the manager provides services, and physical requirements. Close with an equal opportunity statement and clear apply instructions. Naming whether the role includes hands-on services is especially important, because it drives both pay and classification. This is general information, not legal advice.
How much does a salon manager make?
Salon managers are typically paid hourly or a modest salary, often plus commission and tips. The closest federal occupation, first-line supervisors of personal service workers, reported a median wage of about $46,690 a year, or roughly $22 an hour, with a 10th percentile near $31,000 and a 90th percentile around $72,000. Most clean salary sources place the base median in the low-to-mid $40,000s to mid $50,000s. Some aggregator figures appear much higher because they fold in tips and commission as total pay or include non-salon manager titles, so read base pay and total pay separately. For a posting, set a base range anchored to government data and your local market, then describe the commission and tip structure clearly on top of it. This is general information, not legal advice.
Does a salon manager need a cosmetology license?
It depends on whether the manager personally provides services. A manager who cuts hair, does nails, or performs other licensed services must hold the appropriate current cosmetology, barbering, or nail license required by their state, because performing those services without a license is a violation regardless of the person's management title. A purely operational manager who does not personally provide services generally does not need a personal service license, though the salon itself must hold any required establishment license. Licensing rules and the specific license types vary by state, so confirm your state's requirements with the relevant cosmetology board. For the job description, state clearly whether a license is required, which depends on whether the role includes hands-on services. This is general information, not legal advice.
What is the difference between a salon manager and an assistant salon manager?
A salon manager owns the day-to-day running of the salon: operations, staff, clients, money, and compliance, reporting to the owner. An assistant salon manager supports the manager and owner, covers the front desk, helps with scheduling and client service, and steps up to run the salon when the manager is out. The assistant role is typically a development path toward a full manager position and usually carries less authority over hiring, budgets, and final decisions. In a small salon, one manager may be enough; as the salon grows or runs longer hours, an assistant manager provides coverage and a succession path. For a job posting, the distinction matters because it sets the level of responsibility, the pay, and the candidate you are looking for. Both roles are commonly non-exempt in a small salon.
Do small and independent salons really need a dedicated manager?
Not at first, but it becomes worth it at a clear point. Most salons start owner-operated, with the owner cutting or doing nails all day and running the business in between. A dedicated salon manager makes sense when the owner can no longer do both well, when the salon adds enough staff and hours that daily operations need a consistent owner-on-site, or when the owner wants to step back from the chair. At that stage, handing operations to one trusted manager frees the owner and protects the client experience. Below that, the management work is usually shared by the owner and a senior stylist. The small and independent salon template here is written for exactly that first-manager moment, with the wear-many-hats framing a small salon actually needs. This is general information, not legal advice.
