How to hire a parts department supervisor

How to hire a parts department supervisor, step by step

Here's a step-by-step parts department 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 parts department supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new parts department supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a parts department supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A parts department supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, parts department 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.

   This list shows salaries for various types of parts department supervisors.

   Type of Parts Department Supervisor	Description	Hourly rate
   Parts Department Supervisor	Retail sales workers include both those who sell retail merchandise, such as clothing, furniture, and automobiles, (called retail salespersons) and those who sell spare and replacement parts and equipment, especially car parts (called parts salespersons). Both types of workers help customers find the products they want and process customers’ payments.	$14-24
   Parts Coordinator	A parts coordinator usually works at retail establishments and warehouses where they are primarily in charge of coordinating with suppliers and vendors to maintain an adequate supply of materials and spare parts. They are also responsible for managing backorders, overseeing shipments and deliveries, maintaining records, and supervising operations to ensure that all issues get resolved in a timely and efficient manner... Show more	$14-23
   Parts Runner	Parts runners are essential to the function of the parts department. They are responsible for either delivering the part of the automotive to customers or picking up the parts for a shop job... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Parts Inventory
   • Inventory Control
   • Customer Service
   • Purchase Orders
   • Safety Procedures
   • Parts Counter
   • Delivery Truck
   • Warranty Claims
   • Cycle Counts
   • Parts Sales
   • Inventory Management
   • Warehouse Operations
   • Retail Sales
   • Stock Orders

   Check all skills

   Responsibilities:

   • Develop training objectives to service and parts personnel by coaching and leading them to achieve the highest possible Chrysler certifications.
   • Select domestic vendors and OEM parts from abroad.
   • Explore all options to keep customer operating- including OEM, aftermarket, and non-traditional supply lines.
   • Perform initial planning, including requirements analysis and determination, through acquisition, cataloging, storage, distribution.
   • Deliver items to customers, whether they are a dealership, bodyshop or regular customer.

3. Make a budget

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

   • Location. For example, parts department supervisors' average salary in georgia is 39% less than in washington.
   • Seniority. Entry-level parts department supervisors earn 38% less than senior-level parts department supervisors.
   • Certifications. A parts department 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 parts department supervisor's salary.

   Average parts department supervisor salary

   $39,474yearly

   $18.98 hourly rate

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   Entry-level parts department supervisor salary

   $31,000 yearly salary

   Updated January 23, 2026

4. Writing a parts department supervisor job description

   A good parts department 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 parts department supervisor job description:

   Parts department supervisor job description example

   Directs and coordinates the parts functions within the Generator Division, and works in cooperation with the Service and Sales teams, to develop and maintain a satisfied and loyal customer base through excellent customer service by performing the following duties.
   include the following. Other duties may be assigned. Sales Bid Preparation Work with vendors for competitive pricing Support outside sales people (marketing/new product roll outs) Personnel Management Supervisory responsibilities (assigning and directing work) for all people assigned to the parts department. Coaches and counsels employees to assure the highest levels of customer satisfaction and inventory accuracy. Participates in hiring and termination activities Conducts performance and salary appraisals Develops employees for future roles Service Operation Support Meets regularly with service management to review the parts department's performance in support of the service operation. Reviews open service issues regularly, identifying and correcting procedural issues impacting overall customer satisfaction in the service department.
   Inventory Control Reviews mandatory inventory exception reports impacting inventory values and corrects to maintain inventory accuracy. Assigns other inventory exception reports to be reviewed and corrected, and oversees the successful completion. Assists Inventory Team on inventory exception reports when requested. Investigates cycle count exceptions and adjusts inventory as needed to assure inventory accuracy. Determines root cause of inventory inaccuracies and implements corrective action. Business and Facility Management Reviews financial and performance reports to determine whether divisional and corporate objectives are being obtained. Participates in forecasting future business results. Identifies areas of concerns and determines corrective action. Maintains a safe and clean work environment in all parts areas of the operations, complying with EPA, OSHA and corporate regulations. Acts as a member of the supervisor team responsible for the success of the entire operation. Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   Education/Experience: Bachelor's degree (B.A.) from a four-year college or university; or one to two years related experience and/or training; or equivalent combination of education and experience.
   Language Ability: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
   Math Ability: Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
   Reasoning Ability: Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
   Computer Skills: To perform this job successfully, an individual should have knowledge of Microsoft Office Suite, Karmak (Fusion) and the Company's HRIS, as well as any other programs specific to the position.
   Certificates and Licenses: No certifications needed.
   Supervisory Responsibilities: Directly supervises up to 2 employees within the Generator Division, specifically managing the parts functions of the operation. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include planning, assigning, and directing work; appraising performance on a quarterly basis; rewarding and disciplining employees; addressing complaints and resolving problems.
   Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   The noise level in the work environment is usually moderate.
   Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include Close vision and Distance vision. While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms and stoop, kneel, crouch, or crawl.

   Copy this example

   

5. Post your job

   There are a few common ways to find parts department supervisors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your parts department supervisor job on Zippia to find and recruit parts department supervisor candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with parts department supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 parts department supervisor

   Once you've decided on a perfect parts department supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   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.

   After that, you can create an onboarding schedule for a new parts department supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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