Salon manager job description

The Hair and Beauty Industry Award (MA000005) provides a manager’s allowance of $55.96 per week, paid whenever an employee is placed in charge of a salon. This is paid on top of the employee’s ordinary classification rate — so a salon manager on Level 6 receives both the Level 6 hourly rate and the weekly manager’s allowance. Confirm the current figure on the Hair and Beauty Award pay rates guide, as it is reviewed each financial year.

A salon manager is typically classified at Level 6, which for FY2026/27 is $32.00 per hour under the Hair and Beauty Industry Award. On top of this, the manager’s allowance of $55.96 per week applies when they are in charge of the salon. Casual employees receive a 25% loading on the base rate. Use award interpretation software to calculate total pay accurately.

Under the Hair and Beauty Industry Award, penalty rates apply for Saturday work (133%), Sunday work (200%) and public holidays (250%). Overtime is paid at 150% for the first hours and 200% thereafter. Casual employees receive a 25% loading in place of leave entitlements. Try our overtime and penalty rate calculator to estimate costs.

The manager’s allowance is a separate weekly amount paid for being in charge of a salon, distinct from the hourly base rate that penalty rates and casual loading apply to. Always check the Fair Work Hair and Beauty Award pay rates guide for exactly how each component is applied in your circumstances.

A Cert III or IV in Hairdressing or Beauty is usually expected, especially where the manager still services clients, but it is not always mandatory for the management role itself. Proven salon management or supervisory experience is often weighted just as heavily. Decide what your salon needs and mark qualifications as essential or desirable accordingly.

For most salon manager roles, prior management or senior supervisory experience in a salon or comparable service business is essential. Look for a track record in rostering, team leadership, retail sales and client service. Business, retail or small business training is a valuable extra. Avoid over-specifying so you don’t unnecessarily limit your candidate pool.

Yes — eligibility to work in Australia is a mandatory requirement. A current first aid certificate is desirable, and training in retail or small business management is advantageous. Confirm any state or local requirements that apply to your salon’s services and location.

Yes, many salons promote experienced stylists into management. When you do, ensure their classification moves to Level 6 and that the manager’s allowance is paid while they are in charge. Provide training and support in areas like rostering, wage cost control and hiring, and use HR software to formalise the new role and contract.

The most effective lever is smart rostering — matching staff levels to booking demand and avoiding costly overstaffing during quiet periods. Rostering software shows projected wage costs as you build the roster, and award interpretation applies the correct penalty rates automatically so managers can make informed decisions.

Check the notice period in the Hair and Beauty Industry Award and your own salon policy, then publish rosters as early as possible so staff can plan around weekend and late-night trade. Using rostering software makes it easy to publish rosters, communicate changes and keep everyone across their upcoming shifts.

Salon managers balance appointments with walk-ins, allocate the right stylist to each service and minimise client wait times. Aligning the roster with the appointment book is key — schedule enough capacity for peak periods without overstaffing quieter times. Good rostering and time and attendance tools give managers visibility of who is working and when.

A salon manager benefits from rostering software for scheduling, time and attendance for accurate hours, award interpretation for correct pay, and HR software with digital employment contracts for hiring and onboarding. Together these reduce admin and keep the salon compliant.