How to hire a work center supervisor

How to hire a work center supervisor, step by step

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

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1. Identify your hiring needs

   Before you post your work center supervisor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a work center supervisor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A work center supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, work center 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 presents work center supervisor salaries for various positions.

   Type of Work Center Supervisor	Description	Hourly rate
   Work Center Supervisor		$12-41
   Section Chief	A section chief's job varies with the type of organization. In most cases, a section chief is the head of a given section in an organization that is tasked with performing certain duties... Show more	$17-78
   Lead Mechanic	A lead mechanic coordinates the teams of mechanics and ensures the timely completion of repairs. Lead mechanics supervise their subordinates, order mechanical parts, and inspect their work making sure that the standards are met... Show more	$19-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Maintenance Procedures
   • Preventative Maintenance
   • Corrective Maintenance
   • Electrical Equipment
   • Maintenance Actions
   • Test Equipment
   • Support Equipment
   • Diesel Engines
   • Weapons Systems
   • Combat Systems
   • Sailors
   • Troubleshoot
   • Radar

   Check all skills

   Responsibilities:

   • Manage environmental waste and safety programs in compliance with OSHA and EPA regulations.
   • Manage all defer maintenance to include MEL, DMI, NEF, and CDL items.
   • Monitor and manage highly advance electronic sonar equipment ensuring the safety of the newest, most advance submarine in the world.
   • Lead sonar submarine warfare combat operations in a tense environment using advance technological devices.
   • Implement DOM processes and policies.
   • Assist DOM with conformity inspections.

3. Make a budget

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

   • Location. For example, work center supervisors' average salary in montana is 53% less than in district of columbia.
   • Seniority. Entry-level work center supervisors earn 71% less than senior-level work center supervisors.
   • Certifications. A work center 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 work center supervisor's salary.

   Average work center supervisor salary

   $47,514yearly

   $22.84 hourly rate

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   Entry-level work center supervisor salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a work center supervisor job description

   A job description for a work center supervisor role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a work center supervisor job description:

   Work center supervisor job description example

   Supervises day-to-day maintenance tasks on assigned aircraft, equipment, and machinery. This position requires the application of professional technical expertise and guidance to solve complex problems by interpreting technical data such as blueprints or manufacturer's manuals. Coordinates and supervises activities of personnel, determining and directing specific work assignments. The individual assigned will be required to assists in the operations of the maintenance departments per the NAVAIRINST 3710.1G. Ensures full and effective employment of assigned personnel. Ensures all work is scheduled and performed in a safe and efficient manner. Responsible for compliance with special programs as assigned. Ensures direct reports are fully compliant with all approved procedures. Ensures all direct reports and maintenance employees receive job and safety training. Identifies material and special tooling needed to accomplish the daily work assignment. Provides employees with proper training on Personal Protective Equipment (PPE). Provides technical training and assistance as needed. May lead and direct a group of two or more individuals. May be required to go on detachments. Performs other duties as assigned.
   
   Education: High School Diploma or GED. Associate's Degree or trade license preferred. A&P License/FAA Certification desired. For work center 13A (ALSS) only graduates of Navy PR or equivalent Air Force or Army MOS shall be allowed to perform ALSS system maintenance. For work center 13B (Egress) only graduates of Navy AME "A" school/Service equivalent formal school or by an equivalent Original Equipment Manufacturer (OEM) certified trainer course shall be allowed to perform egress system maintenance. This person must have had corrosion control training.
   
   Experience: At least six (6) years of experience in the aircraft maintenance environment. Knowledge of safe working techniques and procedures. The individual assigned must have the ability to plan, schedule maintenance work requirements, have a working technical knowledge of aircraft, machinery, facilities, and equipment. The person has to have a detailed knowledge of aircraft's unique tools such as test equipment, torque wrenches, dial indicators, micrometers, cable tensiometers, sheet metal brakes, and sheers, etc. The assigned individual must have a strong mechanical aptitude in order to offer technical direction in all maintenance areas and knowledge of supply procedures. Understand technical language terms in a relevant technical field. Complete knowledge and understanding of the NAVAIRINST 3710.1G.
   
   As a government contractor, Vertex Aerospace requires all employees to be fully vaccinated as a condition of employment in accordance with Executive Order 14042. Exceptions to this policy are granted on a case-by-case basis for those that request a religious or medical accommodation. A vaccination status form and proof of vaccination, if applicable, are required.
   
   Vertex is committed to building a diverse and inclusive environment in which we recognize and value each other's differences as well as fostering a culture that promotes its core values: Professionalism, Integrity, and Respect. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, or status as a protected veteran.
   #MAINT
   
   #VETS
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right work center supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit work center supervisors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 work center supervisor

   Once you have selected a candidate for the work center supervisor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new work center 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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