As of March 01, 2025, the average annual salary for a Trust Team Manager in the United States is $142,872. Salary.com reports that pay typically ranges from $124,725 to $167,585, with most professionals earning between $108,202 and $190,085.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $167,585 | $13,965 | $3,223 | $81 |
| Average | $142,872 | $11,906 | $2,748 | $69 |
| 25th Percentile | $124,725 | $10,394 | $2,399 | $60 |
An entry-level Trust Team Manager with less than 1 year of experience earns about $134,527. With 1-2 years of experience, the average salary increases to $135,330. For 2-4 years of experience, the pay typically rises to $137,203. Senior-level professionals with 5-8 years of experience earn around $139,343, and those with over 8 years of experience can expect an average of $141,946.
| Levels | Salary |
|---|---|
| Entry Level Trust Team Manager | $134,527 |
| Intermediate Level Trust Team Manager | $135,330 |
| Senior Level Trust Team Manager | $137,203 |
| Specialist Level Trust Team Manager | $139,343 |
| Expert Level Trust Team Manager | $141,946 |
| Entry Level | 6% |
| Mid Level | 5% |
| Senior Level | 4% |
| Top Level | 2% |
| Experienced | 1% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of March 01, 2025, our research reveals a significant shift in Trust Team Manager compensation over the past six years. For example, the median salary increased from $122,074 in 2023 to approximately $122,327 in 2024. (For a detailed analysis of Trust Team Manager salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
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| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $142,872 | 66.8% | ||
| Bonus | $15,908 | 7.4% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $12,147 | 5.7% | ||
| 401K/403B | $7,463 | 3.5% | ||
| Disability | $1,270 | 0.6% | ||
| Healthcare | $6,056 | 2.8% | ||
| Pension | $8,733 | 4.1% | ||
| Time Off | $19,542 | 9.1% | ||
| Total Compensation | $213,990 | 100% | ||
The average annual salary of Trust Team Manager is $142,872. In case you are finding an easy salary calculator, the average hourly pay of Trust Team Manager is $69; the average weekly pay of Trust Team Manager is $2,748; the average monthly pay of Trust Team Manager is $11,906.
A Trust Team Manager's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Trust Team Manager earns the most in San Jose, CA, where the annual salary of a Trust Team Manager is $179,304.
The highest pay for Trust Team Manager is $190,085.
The lowest pay for Trust Team Manager is $108,202.
Trust Team Manager manages and oversees a team of Trust Officers assigned to the largest and most complex trust accounts. May manage the administration of other credit and wealth management related products and services. Being a Trust Team Manager typically requires a bachelor's degree. Typically reports to a head of a unit/department or Top Executive. The Trust Team Manager typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be a Trust Team Manager typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Home Care: Homecare is health care or supportive care provided by a professional caregiver in the individual home where the patient or client is living, as opposed to care provided in group accommodations like clinics or nursing home.
Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
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We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
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