Pharmacy manager job description

A pharmacy manager must hold an approved pharmacy degree and current general registration as a pharmacist with the Pharmacy Board of Australia via AHPRA, plus demonstrated experience leading and rostering a team. Working rights in Australia are essential. A business or retail management qualification and immunisation accreditation are desirable but not required.

Yes. A pharmacy manager is a practising pharmacist and must hold current general registration with the Pharmacy Board of Australia through AHPRA. Verify registration before they start and track the renewal date with HR software so it never lapses while they are rostered to dispense.

Mandatory requirements are an approved pharmacy degree, current AHPRA registration, management experience and working rights in Australia. Preferred qualifications include a business or retail management qualification and immunisation accreditation. Tailor the requirements to the size and services of the pharmacy the manager will run.

It is possible, but management experience is strongly preferred because the role carries accountability for people, budgets and compliance. An experienced pharmacist in charge is a natural step towards management. Provide leadership development and support if you promote from within, and reflect the change with the correct classification and employment contract.

Both arrangements are used. Many pharmacy managers are engaged on an annualised salary, which must be no less than the Pharmacy Award would pay for their hours including penalties and overtime. Others are paid hourly at the pharmacist manager rate. If you pay a salary, run regular reconciliations against the award to avoid underpayment. See the Pharmacy Award pay guide.

For permanent staff paid hourly under the Pharmacy Award (MA000012): evening (Mon–Fri 7pm–9pm) and Saturday (8am–6pm) are paid at 125%, Sunday (7am–9pm) at 150% and public holidays at 225% of the ordinary rate. Where a manager is on an annualised salary, the salary must cover the penalties and overtime the award would otherwise require. Use award interpretation software to check pay.

Key elements include: position title and pharmacist manager classification, employment type, remuneration (hourly or annualised salary), applicable award, AHPRA registration requirement, reporting structure, management and professional duties and any performance targets. Use our digital employment contracts to simplify this process.

Record the manager’s actual hours and run regular reconciliations comparing their salary to what the Pharmacy Award would pay for those hours, including evening, weekend, public-holiday and overtime rates. Time and attendance with award interpretation makes this straightforward and gives you an audit trail.

A pharmacy manager balances pharmacist coverage, dispensary support and retail floor needs against labour budget and award rules across trading hours. Rostering software shows live wage cost and coverage as the roster is built and flags compliance risks — such as a gap in pharmacist coverage — before the roster is published. See our guide on how to roster pharmacy staff.

By rostering to demand — matching staff to script volume and retail traffic — while applying the correct award, junior and penalty rates. Award-aware rostering software shows live wage cost as the roster is built, and workforce analytics help compare labour cost against script numbers and sales.

Use HR software to store AHPRA registrations, dispensary certificates, first aid and other credentials with expiry reminders. Linking these to rostering means the manager can avoid scheduling anyone with a lapsed registration or missing qualification, protecting patients and compliance.

Award and agreement rules vary, so confirm the notice period that applies to your business. As a general practice, publishing rosters at least 7 days in advance gives the team visibility of their shifts. Using rostering software helps ensure compliance and reduces last-minute changes.