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Loop Linen Jobs (NOW HIRING)

Crown Laundry Svc

Production Trainer

Spartanburg, SC · On-site

$15 - $16/hr

... and linen on the floor, etc., perform quality audits. Any and all other job responsibilities ... For example, but not limited to - Chains, loop earrings, work appropriate clothing presentation ...

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How much do loop linen jobs pay per hour?

As of Aug 12, 2026, the average hourly pay for loop linen in the United States is $19.87, according to ZipRecruiter salary data. Most workers in this role earn between $12.02 and $22.36 per hour, depending on experience, location, and employer.

What are some common challenges faced by employees working in a commercial linen service like Loop Linen, and how can they be addressed?

Employees in commercial linen services such as Loop Linen often face challenges like managing a fast-paced workload, maintaining quality standards, and handling heavy or repetitive lifting. To address these, it's important to develop strong organizational skills, follow safety protocols, and communicate effectively with team members. Many companies offer on-the-job training for proper handling techniques and encourage teamwork to ensure efficient service. Focusing on time management and actively participating in safety programs can also help create a more productive and safe work environment.

What is a loop linen?

Loop Linen typically refers to a company or service specializing in the rental, cleaning, and delivery of linens such as towels, uniforms, tablecloths, and bedding for businesses like restaurants, hotels, and healthcare facilities. Their job involves collecting soiled linens, laundering them to high standards, and delivering fresh linens on a regular schedule. This service helps businesses maintain hygiene and present a professional image without managing their own laundry operations.

What are the key skills and qualifications needed to thrive as a loop linen?

To thrive as a Linen Service Worker, you need attention to detail, physical stamina, and basic organizational skills, often supported by a high school diploma or equivalent. Familiarity with industrial laundry equipment, inventory tracking systems, and safety protocols is typically required. Strong teamwork, time management, and reliability help you stand out in this role. These skills ensure efficient linen processing, cleanliness, and consistent supply, which are vital for operations in healthcare, hospitality, and service industries.

What is the difference between Loop Linen vs Laundry Worker?

AspectLoop LinenLaundry Worker
CredentialsMay require industry-specific certifications or training in linen managementTypically requires basic high school diploma; training provided on the job
Work EnvironmentOperates in linen service facilities, hospitals, hotels, or linen supply companiesWorks in laundry rooms, hospitals, hotels, or industrial laundry facilities
Industry UsageSpecialized in linen processing, inventory, and distributionHandles washing, drying, folding, and sorting laundry items
Common Search/ComparisonLoop Linen vs Laundry Worker

Loop Linen roles focus on linen management, including inventory and distribution, often requiring specific industry certifications. Laundry Workers perform general laundry tasks like washing and folding, usually with minimal formal credentials. Both roles operate in similar environments such as hotels and hospitals, but their responsibilities and specialization differ.

More about Loop Linen jobs
What job categories do people searching Loop Linen jobs look for? The top searched job categories for Loop Linen jobs are:
Loop Linen jobs near you
Infographic showing various Loop Linen job openings in the United States as of August 2026, with employment types broken down into 73% Full Time, and 27% Part Time. Highlights an 100% In-person job distribution, with an average salary of $41,330 per year, or $19.9 per hour.

Manufacturing Trainer

Crown Health Care Laundry Services

Cross Anchor, SC

Full-time

Posted 7 days ago

Job description

The job of the trainee whose main responsibility is the clean side production floor will consist of the following: monitoring and reporting attendance, monitoring efficiency, monitoring breaks and lunches, monitoring policies related to personal drinks, food and linen on the floor, etc., perform quality audits. Any and all other job responsibilities delegated by any member of management must be followed through immediately.
Principal Responsibilities
  • Guide New Hires to achieve and maintain successful performance for their positions.
  • Mentor New Hires regarding plant operations and Crown policies.
  • Instruct New Hires to work and act in a safe manner.

    • Principal Tasks*
  • Training
  • After New Hire has received initial training from his/her supervisor, review the training with the New Hire to ensure proper understanding.
  • Development
  • For the first day of the New Hire/s, meet with the New Hire once an hour to discuss performance, technique, and work life at Crown.

    • 1. Evaluate the performance of New Hire in terms of production standards, downtime standards, and rhythm and pacing of the department. For positions without firm production standards, evaluate the performance of the New Hire in terms of job understanding, and rhythm and pacing of the department.
  • Evaluate the technique of the New Hire in terms of inefficiencies, incompletion, quality control, and safety.
  • Address work life with the New Hire, including such concerns as plant operations, company policies, and interactions with co-workers, managers, and other Crown personnel.

    • 1v. While observing a New Hire at work, notify management if the New Hire's machine is not working properly.
  • For the remainder of a New Hire's initial employment period, meet with the New Hire at least once a day to discuss performance, technique, and work life at Crown.
  • Provide corrective training to the New Hire as needed.
  • Welcome the New Hire into the company by spending break time and lunch time with the New Hire for the first couple of days. Be sure to introduce the New Hire to some co workers so that New Hire has the opportunity to meet others in the company.

  • Assessment
  • Regularly inform the supervisor of the New Hire' s progress and the actions that you have taken to develop the New Hire.
  • Whether or not the EE is insufficient, sufficient, or exceptional.
  • Does he/she show interest and initiative in their efforts on the job?
  • Can they follow the rules and processes on the floor?
  • Are they able to reach the production standards?
  • Notify management if you have concerns regarding the New Hire.

  • Present your final evaluation of the New Hire to the supervisor in order to facilitate the final decision regarding the New Hire's employment.

    • List of secondary responsibilities:
  • Help the supervisor or manager on duty in complete attendance recording.
  • Help the supervisor or manager to monitor EE's:
  • For example, but not limited to - Chains, loop earrings, work appropriate clothing presentation, closed-toed shoes, hair tied up/back, no acrylic nails, etc.
  • Wear the appropriate PPE if needed.
  • Monitor for any personal items on the floor.
  • No food on the floor for any reason
  • Drinks are only allowed if it has a tight closed lid like water bottles.
  • No use of cell phone and/or chargers (even for the checking of time) on the floor.
  • Help the supervisor or manager on duty in monitoring employees to follow policies and best practices on the floor daily which include but are not limited to:
  • Clean bins for linen production
  • Audits of paperwork done by each trainer throughout the day which include:
  • Rewash, Stain and ragout audits.
  • Production numbers for all departments
  • Check off sheets for each trainer.
  • Linen brought to the build area by the trainer.
  • Assist in monitoring all employees' break and lunch times.
  • Help the supervisor or manager on duty to monitor housekeeping in every department.
  • Help the supervisor or manager on duty to make sure that scheduled dock times are met within a half hour.
  • Make sure the Salesforce items that will be checked by the supervisor are completed by the end of the shift.

    • Achieve responsibilities and perform all tasks in a respectful and professional manner. Do not speak negatively about the company or to an employee or member of management.
    Congratulations on becoming a trainer for Crown! You will receive the following:
  • Your rate is and benefits will change effective date of change.
  • Crown polo shirt, be proud of what you have become and represent Crown well.

    • If at any point the company or you decide that you will no longer be a trainer, your rate will be reduced to the department you will be working in, as well as not be able to wear the company polo shirts.

    Apply