How to hire a general handling supervisor

How to hire a general handling supervisor, step by step

Here's a step-by-step general handling supervisor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a general handling supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new general handling supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the general handling supervisor you need to hire. Certain general handling supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A general handling supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, general handling supervisors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of general handling supervisor salaries for various roles:

   Type of General Handling Supervisor	Description	Hourly rate
   General Handling Supervisor		$12-34
   Production Supervisor	Production supervisors are employees who oversee the production process, usually handling activities directly related to people management. They manage employees by ensuring that the production floor employees are doing their work well and are motivated... Show more	$20-43
   Production Control Supervisor	Production control supervisors assist with production and workflow scheduling procedures. They recognize quantitative indicators for effective measurements and possess a penchant for the planning, directing, supervising, and evaluating employee work... Show more	$25-49

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Pallets

   Responsibilities:

   • Develop and implement strategic merchandising plans to achieve revenue objectives and reduce expenditures while ensuring payroll remains within budget.
   • Develop and implement strategic merchandising plans to achieve revenue objectives and reduce expenditures while ensuring payroll remains within budget.
   • Minimize monthly complaints by 55 percent by providing superior customer service and increasing punctuality.

3. Make a budget

   Including a salary range in your general handling supervisor job description is a great way to entice the best and brightest candidates. A general handling supervisor salary can vary based on several factors:

   • Location. For example, general handling supervisors' average salary in indiana is 51% less than in alaska.
   • Seniority. Entry-level general handling supervisors earn 63% less than senior-level general handling supervisors.
   • Certifications. A general handling supervisor with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a general handling supervisor's salary.

   Average general handling supervisor salary

   $44,545yearly

   $21.42 hourly rate

   ---

   Entry-level general handling supervisor salary

   $27,000 yearly salary

   Updated December 19, 2025

4. Writing a general handling supervisor job description

   A good general handling supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a general handling supervisor job description:

   General handling supervisor job description example

   Zurich is currently looking for a General Liability Claims Handler IV. At Zurich North America Claims we acknowledge that work life-balance and flexibility are a priority when it comes to choosing your next career move. Designed with our employees' needs in mind, the ZNA Claims hybrid work model emphasizes flexibility, allowing claims employees to conduct individual work in their preferred location, while facilitating in-person connections and collaborative activities when meaningful and valuable. While the model provides a high level of flexibility and autonomy, occasional circumstances requiring in-office attendance should be expected. The candidate selected for this opportunity should be able to report into one of the following North American Claims office: Atlanta, GA, Dallas, TX, Maitland, FL, Omaha, NE, Overland Park, KS, Parsippany, NJ, Rancho Cordova, CA, Rocky Hill, CT, Schaumburg, IL or Woodland Hills, CA, to handle single and multi-party personal or commercial line claims of moderate to high exposure and complexity within specific authority limits, to ensure that claims are handled in the most efficient, effective way while delivering a customer-centric claims service.
   
   Job Accountabilities:

   • Document claims file by accurately capturing and updating claims data/information in compliance with best practices for single and multi-party personal or commercial line claims of moderate to high exposure and complexity.
   • Exercise judgment to determine liability by gathering and analyzing relevant facts; utilizing applicable law; establishing basic principles of negligence.
   • Exercise judgment to determine policy verification and coverage determination by analyzing applicable coverage for claims and determining whether the loss falls within the coverage.
   • Work to have a timely resolution to claims by developing case strategy; developing a case evaluation; escalating issues as appropriate.
   • Establish timely reserves and perform ongoing review throughout claims cycle within authority limit by estimating and validating value of claims.
   • Assess damages by calculating applicable damages or range of damages allowed by law.
   • Negotiate settlement of claim by establishing appropriate negotiation strategy and utilizing available tools and resources within authority limits.
   • Meet quality standards by following best practices

   Business Accountability:

   • Translate business objectives into clearly defined business cases, costs or schedules in order to support the achievement of claims.
   • Monitor and control allocated human and material resources assigned to project work, maintaining financial and progress forecasting in order to ensure projects are delivered according to schedule and within budget.
   • Supervise and quality-assure the drafting of key claims handling policy documents to ensure full compliance to the organization's rules and regulations governing transactions.
   • Oversee compliance with claims policies, procedures, systems and processes across multiple countries/Line of Business to protect the organization's interests.
   • Analyze key themes from a wide range of data sources in order to identify trends and areas for business improvement providing potential solutions.
   • Contribute to the development of process and lead the implementation of systems and process improvements in claims handling.
   • Provide technical guidance and recommendations as a subject matter expert in order to support the resolution of the most complex customer cases and develop precedents to improve customer service.
   • Manage key internal and external stakeholder relationships across the organization in order to ensure colleagues are informed on relevant issues.
   • Act as a technical expert for own team and internal customers and maintains up to date knowledge of own area of expertise so that operational claims team can best serve customers.

   Additional responsibilities will include:

   • May participate in customer marketing efforts.

   Basic Qualifications:
   
   Required:

   • Bachelor's Degree and 6 or more years of experience in the Claims and/ or Litigation Management area.
     OR
   • Juris Doctor and 2 or more years of experience in the Claims and/ or Litigation Management area.
     OR
   • Zurich Certified Insurance Apprentice, including an Associate Degree with 6 or more years of experience in the Claims and/ or Litigation Management area.
     OR
   • Completion of Zurich Claims Training Program and 6 or more years of experience in the Claims and/ or Litigation Management area.
     OR
   • High School Diploma Equivalent and 8 or more years of experience in the Claims and/ or Litigation Management area.
     AND
   • Must obtain and maintain required adjuster license(s)
   • Microsoft Office experience
   • Knowledge of insurance regulations, markets and products
     
     Preferred:
   • Effective verbal and written communication skills
   • Strong analytical, critical thinking and problem-solving skills
   • Strong multi-tasking and prioritization skills
   • Experience collaborating in a team environment and building cross functional working relationships
   • Proactively shares and promotes sharing of insights
   • Ability to gather unique perspectives from other teams/functions to optimize outcomes.
   • Understands, analyzes, and applies the component parts of an insurance policy for complex claims
   • Ability to follow reserving process for indemnity and expense in analyzing the potential exposure of complex claims
   • Ability to determine the scope and exposure for complex claims
   • Ability to leverage trend and relationships to provide high-quality customer service
   • Well-versed in identifying, understanding and explaining complex financial and/or actuarial trends/concepts.
   • Ability to effectively communicate coverage determinations to customers/clients/brokers for complex claims
   • Ability to direct counsel on an ongoing basis to guide the course of complex litigation and settlement strategies
   • 3 years litigation management; 3 Years Commercial General Liability

   Competencies
   Collaborate Together
   Develop & Grow
   Puts Customers First
   Fuel Innovation
   Motivational fit
   Provide Clear Direction
   Make it Happen
   Building Trust
   Engagement
   Performance
   
   As a condition of employment at Zurich, employees must adhere to our COVID-related health and safety protocols ( ), including, without limitation, a requirement that employees attest as to their vaccination status with a YES/NO, and upload proof of vaccination status, or negative COVID test results when allowable, to a third-party vendor. These are continuously re-evaluated and the requirements may change at any time.
   
   A future with Zurich. What can go right when you apply at Zurich?
   
   Now is the time to move forward and make a difference. At Zurich, we want you to share your unique perspectives, experiences and ideas so we can grow and drive sustainable change together. As part of a leading global organization, Zurich North America has over 150 years of experience managing risk and supporting resilience. Today, Zurich North America is a leading provider of commercial property-casualty insurance solutions and a wide range of risk management products and services for businesses and individuals. We serve more than 25 industries, from agriculture to technology, and we insure 90% of the Fortune 500 . Our growth strategy is not limited to our business. As an employer, we strive to provide ongoing career development opportunities, and we foster an environment where voices are diverse, behaviors are inclusive, actions drive equity, and our people feel a sense of belonging. Be a part of the next evolution of the insurance industry. Join us in building a brighter future for our colleagues, our customers and the communities we serve. Zurich maintains a comprehensive employee benefits package for employees as well as eligible dependents and competitive compensation. Please click here to learn more.
   
   As a global company, Zurich recognizes the diversity of our workforce as an asset. We recruit talented people from a variety of backgrounds with unique perspectives that are truly welcome here. Taken together, diversity and inclusion bring us closer to our common goal: exceeding our customers' expectations. Zurich does not discriminate on the basis of age, race, ethnicity, color, religion, sex, sexual orientation, gender expression, national origin, disability, protected veteran status or any other legally protected status. EOE disability/vet
   
   Zurich does not accept unsolicited resumes from search firms or employment agencies. Any unsolicited resume will become the property of Zurich American Insurance. If you are a preferred vendor, please use our Recruiting Agency Portal for resume submission.
   
   Location(s): AM - Addison, AM - Schaumburg, AM - Atlanta, AM - Overland Park, AM - Dallas, AM - Parsippany, AM - Rancho Cordova, AM - Omaha, AM - Rocky Hill, AM - Maitland, AM - Woodland Hills
   Remote Working: No
   Schedule: Full Time
   
   Linkedin Recruiter Tag:
   
   

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5. Post your job

   To find the right general handling supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with general handling supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit general handling supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your general handling supervisor job on Zippia to find and recruit general handling supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting general handling supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new general handling supervisor

   Once you've found the general handling supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new general handling supervisor. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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