Lawn Care Supervisor

Job Summary

Stewart’s Lawn Service is looking for a hands-on Lawn Care Supervisor to lead our field teams and ensure high-quality lawn care for our valued customers. If you take pride in your work, enjoy mentoring others, and excel at solving problems, this is your chance to grow with a locally respected, family-owned company.

Job Description

Now Hiring: Lawn Care Supervisor
Location: Orem, Utah
Pay: $22/hour
Schedule: Full-Time | Year-Round

Stewart’s Lawn Service is looking for a hands-on Lawn Care Supervisor to lead our field teams and ensure high-quality lawn care for our valued customers. If you take pride in your work, enjoy mentoring others, and excel at solving problems, this is your chance to grow with a locally respected, family-owned company.

What You’ll Do

• Diagnose and address common lawn issues, including:
• Weeds and insects
• Watering or irrigation problems
• Mechanical damage
• Service inconsistencies
• Provide clear, honest feedback to both customers and team members
• Respond to customer concerns with professionalism and patience
• Supervise, coach, and train Lawn Technicians to uphold safety and service standards

What We’re Looking For

• At least 1 year of lawn care experience, specifically with product applications
• Must be 21 or older
• Strong customer service and problem-solving skills
• Ability to work independently and follow established protocols
• Must have or be willing to obtain:
• Commercial Pesticide Applicator License
• DOT Medical Examiner Certificate

Why Join Stewart’s?

• Competitive pay at $22/hour
• A supportive, team-oriented culture
• Opportunities to grow into leadership roles
• Make a lasting impact on the beauty and health of your community’s lawns

 

Thrive-Stewarts is an equal opportunity employer and a Drug Free Workplace

---

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose they pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)