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If you’ve Googled “Unit Manager job description,” you’ve probably noticed a pattern: endless bullet points, stiff corporate jargon, and bland templates that feel more like paperwork than a real job ad. The problem is, those kinds of posts don’t inspire anyone—let alone attract the kind of high-quality candidates you’re hoping for.
Here’s the truth: great candidates don’t get excited by checklists. They want to know what they’re joining, why it matters, and how they’ll fit into the bigger picture. A generic post won’t tell them that—it just blends into the noise.
That’s why in this guide, we’re not just giving you another copy-paste job description. We’re going to show you how to write a Unit Manager job post that actually connects with people, stands out from the competition, and helps you hire the right person for your team.
👉 If you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — it explains why most job ads fail and what you should do instead.
Now, let’s break down what a Unit Manager really does—and how to describe it in a way that attracts top talent.
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What Does a Unit Manager Do?
A Unit Manager is the person who keeps a team, department, or business unit running smoothly. Think of them as the bridge between leadership and frontline staff. They’re responsible for making sure goals are met, people are supported, and operations stay efficient.
In plain English: a Unit Manager balances two worlds—managing the big picture (budgets, strategy, compliance) while also supporting day-to-day team performance. They ensure staff are motivated, trained, and equipped to succeed.
Beyond the job title, a Unit Manager often serves as:
- The problem-solver: stepping in when issues arise and finding practical solutions.
- The coach: developing team members’ skills and helping them grow.
- The communicator: translating company goals into clear direction for their unit.
- The guardian of standards: making sure work meets quality, safety, or industry requirements.
That’s why this role is so critical. A good Unit Manager doesn’t just “manage tasks”—they shape the culture, performance, and outcomes of an entire team.
Two Great Unit Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Template 1 — Job Description For Experienced Unit Manager
Job Title: Unit Manager — Outpatient Operations (Harborview Health)
Location: Austin, TX (Hybrid: 3 days on-site, 2 days remote)
Type: Full-Time
Compensation: $95,000–$115,000 base + performance bonus
A quick word from our hiring manager
Watch a 60-second intro from our Director of Clinical Operations about the role and team culture: (Insert Loom/YouTube link)
Who We Are — Harborview Health
Harborview Health is a regional network of outpatient clinics focused on primary care and same-day services. Our mission is simple: make high-quality care accessible, fast, and human. We run 12 clinics across Central Texas, and our teams are known for clear communication, smart process design, and patient-first decisions.
What You’ll Be Doing
- Own day-to-day performance for a high-volume outpatient unit (scheduling, throughput, service levels).
- Lead, coach, and performance-manage a team of 18–25 clinicians and support staff.
- Track and improve KPIs (wait times, patient satisfaction, cost per visit, staff utilization).
- Partner with clinical leadership on compliance, safety, and documentation standards.
- Optimize workflows (triage, intake, discharge) and roll out process improvements.
- Plan staffing/budgets, manage vendors, and report unit outcomes to leadership.
What We’re Looking For
- 4+ years in operations or unit leadership (healthcare preferred).
- Proven record improving KPIs and leading multi-disciplinary teams.
- Data-literate; comfortable with dashboards and root-cause analysis.
- Calm under pressure; strong communicator and coach.
- Bachelor’s in Healthcare Admin, Nursing, Business, or related field (or equivalent experience).
Perks & Benefits
- Medical, dental, vision (company covers 80% of premiums)
- 401(k) with 4% company match
- 20 days PTO + 10 paid holidays + paid volunteer day
- $1,500 annual learning stipend + leadership coaching
- 12 weeks paid parental leave
- Commuter & phone stipend; hybrid flexibility
Why This Role Is a Great Fit
You’ll have real ownership of outcomes, a stable budget, and leadership support to experiment and improve. If you love turning chaos into clarity and coaching teams to hit ambitious metrics without burning out, you’ll thrive here.
Our Hiring Process
We respect your time. Apply via Workscreen and complete a short, job-relevant evaluation. We review every application and respond within 10 business days. Finalists complete a panel interview and a brief working session (paid).
How to Apply
Apply via Workscreen: (Insert Workscreen link)
✅ Template 2 — Job Description for Entry-Level / Willing-to-Train Unit Manager
Job Title: Unit Manager (Training Provided) — Warehouse Ops (ParcelPro Logistics)
Location: Phoenix, AZ (On-site)
Type: Full-Time
Compensation: $60,000–$72,000 base + shift differential + quarterly bonus
A quick word from our hiring manager
Meet our Site GM and see the operation you’d run in 90 seconds: (Insert Loom/YouTube link)
Who We Are — ParcelPro Logistics
ParcelPro powers next-day delivery for e-commerce brands across the Southwest. We operate cross-dock and final-mile facilities designed for speed and accuracy. Our teams value clear standards, safety first, and promoting from within—most of our current managers started on the floor.
What You’ll Be Doing
- Learn to run a warehouse unit (inbound, pick/pack, or outbound) with 12–18 associates.
- Plan shifts, assign work, and keep safety/quality standards tight.
- Track key metrics (on-time departure, error rate, units per hour) and problem-solve in real time.
- Coach teammates, run huddles, and escalate issues early.
- Partner with Maintenance & IT to keep equipment and scanners online.
- After training (8–12 weeks), take full ownership of a unit and its KPIs.
What We’re Looking For
- Drive, reliability, and people skills > years of management experience.
- Comfortable with fast-moving operations and hands-on leadership.
- Clear communicator; fair and firm when needed.
- Willing to work a fixed shift (options: 6am–2pm or 2pm–10pm).
- No prior management experience required—we’ll train you.
Perks & Benefits
- Medical, dental, vision from Day 1
- 401(k) with 3% match
- 15 days PTO + 8 paid holidays + optional overtime
- $1,000 annual training stipend + forklift & OSHA certs paid
- Free on-site parking + boot allowance
- Shift meal vouchers
Why This Role Is a Great Fit
You’ll get a structured path into leadership, real responsibility early, and support from a GM who invests in new managers. If you enjoy solving operational puzzles and motivating people, this is a high-impact entry point with fast growth.
Our Hiring Process
Simple and fair: apply via Workscreen, complete a short skills scenario, and meet your future supervisor. We respond to every applicant within 7–10 business days.
How to Apply
Apply via Workscreen: (Insert Workscreen link)
Don’t let bad hires slow you down.
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Breakdown: Why These Unit Manager Job Posts Work
Both versions above follow the “new way” format we covered in the master guide. Here’s why they’re effective compared to the generic job descriptions you find online:
1. Clear, Specific Titles
- “Unit Manager — Outpatient Operations (Harborview Health)” immediately tells the candidate what type of unit, what industry, and where.
- “Unit Manager (Training Provided) — Warehouse Ops (ParcelPro Logistics)” signals opportunity and inclusivity by highlighting training, not just the title.
👉 These titles cut through the noise and attract the right applicants faster.
2. Personal Intro with a Video
Both posts start with a short video message from the hiring manager. This gives a human face to the company and builds trust instantly. Candidates can picture themselves working with real people, not just words on a screen.
3. Authentic “Who We Are” Sections
Instead of vague statements, both companies show personality:
- Harborview highlights its mission of accessible, human-centered healthcare.
- ParcelPro emphasizes speed, safety, and promoting from within.
👉 This helps candidates self-select. People who connect with those values will lean in.
4. Responsibilities with Real Impact
These aren’t just checklists:
- Harborview frames tasks around improving patient outcomes and efficiency.
- ParcelPro explains how the role contributes to accuracy and delivery speed.
👉 Responsibilities are tied to results, making the role feel meaningful.
5. Transparent Salary & Benefits
Both posts include a salary range and perks up front. This builds trust, reduces wasted applications, and appeals to serious candidates who value clarity.
6. Separated “Perks & Benefits” vs. “Why This Role Fits”
- Perks & Benefits: lists tangible offerings (insurance, PTO, stipends, etc.).
- Why This Role Fits: makes the emotional case (ownership, growth, culture, career trajectory).
👉 Together, they balance rational and emotional motivators—what candidates get and why it matters.
7. Respectful, Transparent Hiring Process
Both job posts explain the process step by step: review timelines, evaluations, interviews, and responses. This shows respect for candidates’ time and reduces anxiety around applying. Few companies do this well—so it instantly sets these posts apart.
8. Human, Conversational Tone
Notice how the language avoids corporate jargon:
- “If you love turning chaos into clarity…”
- “Most of our current managers started on the floor.”
- “We respond to every applicant within 7–10 business days.”
👉 These lines make the post feel warm and approachable, not stiff or transactional.
✅ In short: These job descriptions don’t just check boxes—they connect. They highlight culture, growth, transparency, and impact, which is exactly what top talent wants.
Bad Unit Manager Job Post Example (And Why It Fails)
Job Title: Unit Manager
Company: GlobalCorp Ltd.
Location: Dallas, TX
Type: Full-Time
Job Summary
GlobalCorp Ltd. is seeking to hire a Unit Manager to oversee operations and ensure targets are met. The Unit Manager will supervise staff, monitor processes, and ensure compliance with policies.
Key Responsibilities
- Supervise daily unit operations.
- Oversee staff and delegate tasks.
- Ensure company policies are followed.
- Report performance to senior management.
Requirements
- Bachelor’s degree in Management or related field.
- 3–5 years of experience in a similar role.
- Good leadership and communication skills.
How to Apply
Send your resume and cover letter to hr@globalcorp.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic, Vague Title
Just “Unit Manager” doesn’t say what unit, what industry, or why the role matters. Candidates won’t know if it’s healthcare, logistics, or something else. - Cold, Lifeless Introduction
The “Job Summary” offers no story, no mission, and no sense of purpose. It reads like a formality instead of an opportunity. - Responsibilities Too Broad
Phrases like “oversee staff” and “supervise daily operations” are so vague they could apply to any job. There’s no clarity or impact tied to the role. - No Salary or Benefits Mentioned
Withholding pay information feels outdated and erodes trust. High-quality candidates expect transparency upfront. - No Insight Into Culture or Values
The post gives zero indication of what the company stands for, what the team is like, or what it feels like to work there. - Dismissive Hiring Process
Ending with “only shortlisted candidates will be contacted” feels impersonal and disrespectful. It signals that applicants are just numbers, not people. - Zero Personality in the CTA
“Send your resume and cover letter” is the bare minimum. It doesn’t inspire action or connect with candidates in any way.
✅ As you can see, this “bad” version looks like hundreds of job posts online: sterile, generic, and unconvincing. Compare it with the good examples from earlier, and the difference is night and day.
Bonus Tips to Make Your Unit Manager Job Post Stand Out
Even with a solid structure, the little details can make a big difference in how your job post is received. Here are a few extra touches that elevate your Unit Manager description above the generic posts out there:
1. Add an IMPORTANT NOTICE for Candidate Security
Build trust by making applicants feel safe:
“We take the privacy and security of all applicants seriously. We will never ask for payment, banking details, or personal financial information during any part of the hiring process.”
This reassures candidates and sets your company apart as transparent and trustworthy.
2. Mention Leave Days and Flexibility
Great candidates value balance. Calling this out makes your post more attractive:
“Enjoy up to 20 days of paid time off plus flexible scheduling options, so you can recharge and return stronger.”
3. Highlight Training & Growth Opportunities
Top performers want to know you’ll invest in them:
“We provide leadership coaching, mentorship programs, and access to ongoing training, so you can keep growing while you manage your team.”
4. Add a Video Element for Trust & Personality
We saw this in the good examples, but it’s worth repeating. A short video from the hiring manager or CEO humanizes your company and gives candidates a sense of your culture before they apply.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Include Real Employee Testimonials or Glassdoor Reviews
Social proof matters. A quick quote like:
“What I love about working here is how much trust leadership gives us. I feel supported but also empowered to make real decisions.” — Current Unit Manager, ParcelPro Logistics
This makes your post relatable and credible.
6. Clarify Your Candidate Experience Promise
Tell applicants what they can expect in the process:
“We respond to every application within 10 business days. No ghosting—ever.”
That kind of respect instantly builds goodwill.
✅ Each of these tips shows thoughtfulness and respect for the candidate. Added together, they make your Unit Manager job post not just a description, but a reflection of your culture.
Should You Use AI to Write a Unit Manager Job Post?
Lately, it feels like every hiring platform is offering “one-click” AI job description generators. While these tools can save time, they can also backfire if used blindly.
❌ Why You Shouldn’t Rely on AI Alone
If you just type in “Write me a Unit Manager job description,” you’ll likely get:
- Generic, lifeless text that looks like every other post online.
- Vague responsibilities that don’t actually reflect your company.
- A cold, cookie-cutter tone that turns off high-quality candidates.
- A post that attracts the wrong applicants—people applying to anything, not the ones aligned with your culture and mission.
Remember: your job post is often the first impression a candidate gets of your company. It’s not the place to cut corners with bland, auto-generated copy.
✅ The Right Way to Use AI
AI can be a great assistant if you give it the right inputs. Think of it like a writing partner that organizes and polishes your ideas—not a substitute for your thinking.
Here’s how to use AI effectively:
- Start with your raw ingredients:
- What your company does.
- Why the role exists and what impact it has.
- Your culture, values, and tone of voice.
- Benefits, salary, and growth opportunities.
- The kind of candidate you actually want.
- What your company does.
- Then prompt AI like this:
“Help me write a Unit Manager job post for ParcelPro Logistics. We’re hiring for our Phoenix warehouse. The role oversees 15–20 associates, focusing on outbound operations, safety, and performance KPIs. Our culture is collaborative, fast-moving, and we promote from within. We offer 401(k) with match, PTO, training stipends, and parental leave. Here are my rough notes to get you started, [paste notes here]…” - Once AI gives you a draft, edit it. Add personality. Include a hiring manager video. Highlight perks and candidate experience.
👉 In other words: AI can help you with structure and clarity, but you need to provide the substance that makes the job post real and human.
✅ Bottom line: Don’t outsource authenticity. Use AI as a tool to polish, not a crutch to replace your voice.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Copy-Paste Unit Manager Job Description Templates
We get it—sometimes you just need something fast. Maybe you’ve already read this guide and understand what makes a great job post, but you also want a solid starting point you can copy, paste, and tailor.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational / Culture-First Template
Job Title: Unit Manager – [Insert Team/Department]
Location: [Insert City/Remote/Hybrid]
Type: Full-Time | [Insert Salary Range]
A quick hello from our hiring manager
(Insert Loom/YouTube link here)
Who We Are
At [Company Name], we believe great teams deserve great leadership. We’re looking for a Unit Manager who’s ready to inspire people, improve processes, and make sure our unit runs at its best every day.
What You’ll Be Doing
- Lead and support a team of [X] people, making sure everyone has what they need to succeed.
- Oversee daily operations, keep performance on track, and solve problems as they come up.
- Track key metrics and find ways to improve.
- Foster a team culture built on respect, accountability, and collaboration.
What We’re Looking For
- Some leadership or supervisory experience (industry experience a bonus).
- Strong communication and problem-solving skills.
- The ability to motivate and coach a team.
- Comfortable making decisions and staying calm under pressure.
Perks & Benefits
- [List your PTO, insurance, retirement, and extras here]
Why This Role Is Worth Your Time
You won’t just be managing tasks—you’ll be shaping how a team works and grows. If you love people, process, and impact, this is the role for you.
How to Apply
We respect your time. Apply via [Workscreen link], and you’ll hear from us within [X timeframe].
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Unit Manager – [Insert Team/Department]
Location: [Insert City/Remote/Hybrid]
Type: Full-Time | [Insert Salary Range]
Job Brief
We’re looking for a Unit Manager to oversee daily operations, lead a team of [X] people, and ensure goals are consistently met. The right candidate will balance leadership, process improvement, and compliance while fostering a strong team culture.
Responsibilities
- Manage and supervise staff in your unit.
- Set schedules, assign tasks, and track productivity.
- Monitor KPIs, budgets, and compliance standards.
- Provide coaching, feedback, and support to team members.
- Report unit outcomes to senior management.
Requirements
- years of supervisory or management experience.
- Strong organizational and leadership skills.
- Excellent communication and conflict resolution abilities.
- [Insert education or certifications if required].
Perks & Benefits
- [List salary, PTO, health insurance, retirement, training stipends, etc.]
Why You’ll Love Working Here
We believe Unit Managers are more than supervisors—they’re coaches and culture builders. You’ll have the autonomy to lead your team your way, with leadership support and clear opportunities to grow.
How to Apply
Apply through [Workscreen link]. We review every application and respond to all candidates within [X timeframe].
Take Your Hiring Beyond the Job Post with WorkScreen.io
Writing a great job description is only the first step. Once applications start rolling in, the real challenge is identifying who actually has the skills, motivation, and drive to succeed as a Unit Manager. That’s where WorkScreen.io comes in.
With WorkScreen, you can:
🎯 Quickly Spot Top Talent
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🛠️ Run One-Click Skill Tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🚫 Filter Out Low-Effort Applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
🤝 Hire with Confidence
By combining a great job post with WorkScreen’s evaluations, you’ll feel confident knowing the person you hire can actually perform in the role.
👉 Ready to make smarter hiring decisions? Create your Unit Manager job post with WorkScreen today, share the link across platforms, and let our system handle the evaluations while you focus on building your team.
Frequently Asked Questions - Unit Manager Job Descriptions
A great Unit Manager needs a balance of hard and soft skills. Key skills include:
- Leadership and coaching – the ability to motivate and develop people.
- Decision-making – staying calm and making sound calls under pressure.
- Operational management – ensuring workflows, budgets, and targets stay on track.
- Communication – translating company goals into clear instructions for the team.
- Problem-solving – identifying issues quickly and resolving them effectively.
Emotional intelligence – managing relationships, handling conflict, and building trust.
The average salary for a Unit Manager varies by industry and location. In the U.S., most Unit Managers earn between $60,000 and $100,000 per year, with healthcare and finance often paying on the higher end, and entry-level or smaller operations on the lower end. Bonus structures and benefits (like healthcare, retirement contributions, and paid time off) can add significantly to total compensation.
A Team Leader typically oversees a smaller group and focuses mainly on day-to-day tasks and performance. A Unit Manager has a broader scope: they manage entire business units, balance budgets, oversee compliance, and are accountable for long-term outcomes—not just daily productivity.
Not always. Many Unit Managers grow into the role through internal promotions. However, industries like healthcare, finance, and engineering often prefer candidates with a bachelor’s degree or relevant certifications. What matters most is proven leadership ability, not just credentials.
Success can be measured by a mix of quantitative metrics and qualitative outcomes, such as:
- Meeting or exceeding unit KPIs (output, quality, efficiency).
- Maintaining high employee engagement and low turnover.
- Staying within budget while hitting performance goals.
- Positive feedback from both staff and senior leadership.
- Consistently improving processes over time.
