Spa Managers

Low Risk
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Explore safer careers (4)

Lower estimated automation risk

Sales Managers
11% automation risk | Minimal Risk
Pays better More jobs
15 pts lower View career
Why it fits

Uses membership sales, retail products, promotions, revenue goals, customer relationships, and staff coaching.

Medical and Health Services Managers
10% automation risk | Minimal Risk
Pays better Higher growth
15.6 pts lower View career
Why it fits

Weaker but realistic for medical-spa managers adding healthcare compliance, patient records, and clinical operations.

Training and Development Specialists
19% automation risk | Minimal Risk
Higher growth More jobs
6.9 pts lower View career
Why it fits

Reuses staff onboarding, service scripts, procedure training, customer-care coaching, and performance feedback.

Fitness and Wellness Coordinators
20% automation risk | Low Risk
5.7 pts lower View career
Why it fits

Strong wellness-services move using program scheduling, client goals, staff coordination, service quality, and records.

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Occupation snapshot

What does this snowflake show?
The Snowflake is a visual summary of the five badges: Automation Risk (calculated), Risk (polled), Growth, Wages and Volume. It gives you an instant snapshot of an occupations profile. The colour of the Snowflake relates to its size. The better the occupation scores in relation to others, the larger and greener the Snowflake becomes.
JOB SCORE
5.5/10
What's this?
Job Score (higher is better):

We rate jobs using four factors. These are:

- Chance of being automated
- Job growth
- Wages
- Volume of available positions

These are some key things to think about when job hunting.

Risk & user votes

Calculated automation risk

26% (Low Risk)

Low Risk (21-40%): This occupation has a lower risk of full replacement by AI, software, or robotic systems. Some tasks may be automated or assisted, but the role usually still relies on human judgement, communication, responsibility, physical adaptability, or practical decision-making.

More information on what this score is, and how it is calculated is available here.

Human strengths important in this job

These are human abilities and work contexts that are important in this occupation. They may help explain why parts of the role are harder to replace end-to-end, but they are not the only inputs into the automation score.

Assisting and caring for others

Very important
Why this matters
Provide hands-on help, emotional support, or personal care to people—work that depends on empathy, trust, and responding to individual needs in the moment.
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Working directly with the public

Very important
Why this matters
The job involves face-to-face interaction with customers, clients, or guests—answering questions, handling requests, and managing service situations in real time. Roles with frequent public interaction are harder to replace end-to-end because they rely on trust, communication, and adapting to unpredictable human needs.
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Decision-making and problem solving

Very important
Why this matters
Analyze information, weigh tradeoffs, and choose the best solution—especially when situations are ambiguous, high-stakes, or have real-world consequences.
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Coordinating others’ work

Very important
Why this matters
Bringing people together, assigning tasks, and keeping a group aligned so work gets done.
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Coaching and developing others

Very important
Why this matters
Helps people learn and improve through coaching, mentoring, and feedback. This relies on trust, motivation, and adapting guidance to each person—work that’s hard to replace end-to-end with automation.
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Show 5 more strengths

Thinking creatively

Quite important
Why this matters
Coming up with original ideas and designs—creating new concepts, products, systems, or artistic work. This kind of open-ended invention and taste-based judgment is harder to automate end-to-end than routine, rule-based tasks.
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Social perceptiveness

Quite important
Why this matters
Noticing others’ emotions and reactions in the moment and adjusting what you say or do based on why they’re responding that way.
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Persuasion

Quite important
Why this matters
Influencing people to change their minds or behavior through conversation, trust, and negotiation.
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Developing objectives and strategies

Quite important
Why this matters
Sets long-term goals and chooses strategies and actions to reach them, weighing tradeoffs and adapting plans as conditions change.
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Active learning

Quite important
Why this matters
Keeps learning from new information and applying it to make better decisions now and in the future, especially when situations change.
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What users think

Based on 12 votes

What do you think the risk of automation is?

What is the likelihood that Spa Managers will be replaced by robots or artificial intelligence within the next 20 years?

Pay & outlook

Wages

Moderately paid relative to other professions

In 2024, the median annual wage for Personal Service Managers, All Other was $61,340 ($29 per hour).

The median annual wage for Personal Service Managers, All Other was 23.9% higher than the national median annual wage, which stood at $49,500.

* Data from the Bureau of Labor Statistics

Growth

Very fast growth relative to other professions

The number of 'Personal Service Managers, All Other' job openings is expected to rise 6.5% by 2034

* Data from the Bureau of Labor Statistics for the period between 2023 and 2033
Updated projections are due 09-2025.

Volume

Significantly lower range of job opportunities compared to other professions

As of 2024 there were 10,490 people employed as 'Personal Service Managers, All Other' within the United States.

This represents around < 0.001% of the employed workforce across the country

Put another way, around 1 in 14 thousand people are employed as 'Personal Service Managers, All Other'.

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Job description

Plan, direct, or coordinate activities of a spa facility. Coordinate programs, schedule and direct staff, and oversee financial activities.

O*NET-SOC code: 11-9179.02