Salon Manager Job Description

Our #1 goal at Stevens Great Clips is to create loyal, repeat customers by delivering Comfort, Freedom, and Connection in every visit.

At Stevens Great, Salon Managers model servant leadership. They own the customer, employee, and business outcomes of their salon. They show professionalism, friendliness, and consistency—never asking others to do what they won’t do themselves.

Core Values in Action

At Stevens Great, our core values guide every decision and every haircut. As a Salon Manager, you are expected to live them daily:

• Growth & Development – Get better every day.

• Resilience & Adaptability – Find a way.

• Empowerment – We win when you win.

• Accountability – Step up, own it, and make it better.

• Trust – Start with belief, follow with support

• Service – It’s more than a haircut.

Leadership Commitments

• Available and regularly scheduled to close at least 2 shifts per week.

• Available and regularly scheduled for Weekend Shifts: typically 5–7 weekend days per month.

• Typically maintains 36+ floor hours weekly—managers lead from the floor, not the office.

• Always protect salon cleanliness, atmosphere, and friendliness.

• Never leave without ensuring stations are clean, schedules are posted, and stylists know their weekly goals.

Measure Success: Deliver the Brand

Purpose: Ensure every customer receives Comfort, Freedom, and Connection through the 5 Steps to Customer Care.

Expectations:

• Model and coach the 5 Steps (Greet, Review, Engage, Ask, Thank).

• Protect the salon’s look, sound, and feel.

• Solve customer issues promptly.

• Hold stylists accountable for technical quality, efficiency, and friendliness.

Success Indicators

• Google Reviews at 4 stars or above

• PGP indicators in the green, including all facility expectations.

• Repeat Return % trends upward.

• Atmosphere consistently matches StevensGreat standards.

Measure Success: Hire, Grow, Retain

Purpose: Build and keep a strong team that delivers the customer promise.

Hire

• Build a candidate pipeline via schools, referrals, and networking.

• Select for values fit, skill, and availability.

• Onboard with a personal welcome and the Onboarding Checklist.

• Academy completed within first week of hiring someone new.

Grow

• Own biweekly 1:1 check-ins: celebrate wins, review goals, coach growth. 

• Create daily opportunities for skill improvement.

• Identify and mentor future leaders.(Ie promote an assistant, have someone participate in LIT)

Retain

• Make every stylist feel seen, heard, and valued.

• Protect fairness in scheduling and hours.

• Show clear career paths (training, leadership, earnings).

• Conduct stay conversations regularly and act on feedback.

Success Indicators

• 10+ stylists consistently on staff.

• Peak Floor Hours Growing

• Low voluntary turnover.

• At least one future leader identified annually.

Measure Success: Manage the Salon

Purpose: Ensure smooth daily operations and profitable performance.

Expectations

• Own scheduling: follow the 4-Step Process, balance fairness, demand, and payroll.

• Ensure compliance with processes Time Off Requests, PTO/ESST, make up shifts, and breaks.

• Draft 3 weeks ahead, finalize 2 weeks ahead, using bubble sheets to check for accurate scheduling. Time off requests all entered in iPad ahead of time.

• Post and track salon goals weekly: Customer Count, CPH, Payroll %, Repeat Return.

• Review daily metrics: Payroll %, wait times, count, floor hours.

• Submit summary reports on time to the team.

• Maintain compliance and cleanliness at all times. Be aware of PGP and Cosmetology Board expectations. 

• Plan promotions and events 2–3 months ahead.