Understanding compensation trends is more critical than ever—whether you’re a hiring manager competing for skilled nonclinical healthcare talent or a professional navigating today’s evolving job market. While overall salary growth has moderated compared to recent years, opportunity remains strong for those who focus on the skills and strategies that drive success.
The 2026 Salary Guide from Robert Half projects that nonclinical healthcare salaries will rise an average of 1.6% year over year, reflecting steady demand for professionals who can support patient care, streamline operations and improve financial performance. What matters most is not just the percentage increase but where employers are investing in specialized talent—and how professionals can align their career paths to meet that demand.
Nonclinical Healthcare Salaries 2026: Roles and Skills in High Demand
Nonclinical healthcare salary growth in context
Looking back at recent projections shows how the market has evolved—and where new opportunities are emerging.
In 2023, nonclinical healthcare salaries were projected to increase 5.8%
In 2024, projections moderated to 3.5%
By 2025, the average projected increase was 2.3%
Heading into 2026, nonclinical healthcare salaries are projected to rise 1.6% on average.
While growth has moderated, it remains steady and strategic. The strongest projected gains are in administrative member services (+3.0%) and medical records specialists (+1.5%), where employers value professionals who combine healthcare expertise with digital fluency.
Although salary growth has leveled out, this moderation reflects a more sustainable hiring landscape—one that rewards professionals who combine healthcare knowledge with strong digital, administrative and patient service skills. Employers are becoming more strategic with compensation, focusing on roles and capabilities that have the greatest impact on efficiency, compliance and the patient experience.
Roles driving higher salaries in nonclinical healthcare
Several nonclinical healthcare positions stand out for above-average projected salary growth:
Administrative member services professionals—+3.0%
Medical records specialists and other administrative professionals—+1.5%
These roles reflect where employers are willing to pay more—and where professionals can find long-term career growth. Professionals who blend operational excellence with technology-driven productivity are in highest demand.
The value of specialized nonclinical healthcare skills
It’s not just the role you hold—it’s the specialized skills you bring to it. According to the 2026 Salary Guide, 79% of nonclinical healthcare leaders typically offer higher pay to candidates with specialized skills than to those without them.
Top skills that command higher pay include:
AI and automation
Credentialing and insurance verification
Office administration and management
Patient registration and intake
Administrative member services
For employers, these findings highlight the opportunity to build future-ready teams through upskilling and technology adoption. For professionals, they’re a roadmap to stronger compensation and long-term stability in a rapidly evolving field.
Certifications that boost nonclinical healthcare earning potential
Certifications can help nonclinical healthcare professionals stand out in a competitive hiring market. Employers view them as proof of commitment and expertise, while professionals can leverage credentials to open doors to higher-paying roles and greater career mobility.
Among the most valuable certifications for 2026:
Certified Healthcare Financial Professional (CHFP)
Certified in Healthcare Compliance (CHC)
Certified Professional in Healthcare Quality (CPHQ)
Lean Six Sigma in Healthcare
Encouraging certification programs signals an investment in people, and it’s one of the simplest ways for employers to build loyalty and engagement in a competitive market.
Industries paying more for nonclinical healthcare skills
Some healthcare sectors are especially competitive when it comes to hiring nonclinical professionals, offering higher pay for the right mix of administrative, financial and technical skills. This includes:
Hospitals and health systems: Demand for credentialing, billing and compliance support
Private practices: Need for intake and scheduling specialists who improve patient flow
Health insurance organizations: Focus on verification, authorization and data quality
Healthcare technology and telehealth firms: Growth in digital operations and AI adoption
For job seekers, these sectors represent clear opportunity paths. For employers, they highlight where competition for skilled talent is strongest.
Emerging roles in nonclinical healthcare
As technology reshapes how healthcare is delivered, new nonclinical healthcare roles are emerging that combine administrative expertise with innovation. These roles include:
Clinical documentation improvement analyst: Uses AI and natural language processing to enhance accuracy and compliance
Conversational AI designer: Develops and trains chatbots and voice assistants to assist with patient communication
Healthcare AI trainer: Teaches AI systems using medical and billing data to improve efficiency and accuracy
As these roles evolve, 39% of nonclinical healthcare leaders turn to recruiters for guidance on competitive salaries. For employers, these positions represent opportunities to drive innovation. For professionals, they open new career paths at the intersection of healthcare and technology.
Upskilling and contract talent: Strengthening nonclinical healthcare teams
Employers see retention, faster hiring and stronger performance as opportunities to strengthen their healthcare teams. To meet these goals, many are addressing persistent challenges:
75% express concern about keeping pace with pay expectations
Many are expanding benefits and perks to attract top talent
Organizations face hiring delays due to competition and budget limits
One solution lies in upskilling. Training employees in areas like AI, automation and compliance strengthens teams, builds loyalty and helps organizations stay competitive in a changing market. Many organizations also turn to skilled contract professionals when budgets don’t allow for full-time hires. Hiring contract talent helps close skills gaps, supports modernization initiatives and manage peak workloads efficiently.
For employers, investing in development and flexible staffing is one of the most reliable ways to build future-ready teams.
Total compensation matters in nonclinical healthcare
Salary is only part of the package. In nonclinical healthcare, where competition for specialized professionals remains intense, total compensation—including perks and benefits—often makes the difference in attracting and retaining talent.
For employers, that means looking beyond base pay. Many are adding wellness stipends, hybrid work flexibility and reimbursement for professional certifications to strengthen their offers.
For job seekers, evaluating total compensation is just as important as reviewing salary. A role that supports career growth, training and work-life balance can deliver greater long-term value than one offering higher pay alone.
Opportunities ahead in nonclinical healthcare
Opportunities in nonclinical healthcare careers remain strong for 2026. Salary growth is moderate, but demand for those combining service excellence and digital skills continues to rise.
For employers, success will come from investing in the tools and training that help teams master automation, compliance and workflow optimization. Streamlining hiring processes and supporting professional growth will also be key to attracting top performers.
For professionals, now is the time to strengthen communication, technical and administrative skills, pursue certifications that enhance credibility and stay open to emerging technologies that improve patient care and operational efficiency.
Adaptability will define success in 2026. Professionals who stay open to learning new tools and improving patient experiences will continue to grow, while employers that promote flexibility and skill development will be ready to adapt as healthcare operations continue to evolve.
