2026 Nonclinical Healthcare Salary Trends: The Skills and Roles Driving Growth

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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
The value of specialized nonclinical healthcare skills
Industries paying more for nonclinical healthcare skills
Emerging roles in nonclinical healthcare
Upskilling and contract talent: Strengthening nonclinical healthcare teams
Total compensation matters in nonclinical healthcare
Opportunities ahead in nonclinical healthcare

Nonclinical healthcare salary growth in context

Looking back at recent projections shows how the market has evolved—and where new opportunities are emerging. 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 an improved patient experience.

Roles driving higher salaries in nonclinical healthcare

Several nonclinical healthcare positions stand out for above-average projected salary growth. 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 graphic below shows both the year-over-year salary trends and the nonclinical healthcare roles projected to see the strongest growth in 2026.

Infographic titled “Nonclinical Healthcare Salary Growth: Year-Over-Year and by Role.” A bar chart displays projected average salary increases.

Nonclinical Healthcare Salary Growth: Year-Over-Year and by Role Explore how pay is evolving across roles and which positions are leading the way in salary growth. Yearly change: 2023: +5.8% 2024: +3.5% 2025: +2.3% 2026: +1.6% Roles with above-average salary growth (projected from 2025 to 2026): Medical collections specialist – 4.9% , $43,000 Certified professional coder – 3.7%, $61,000 Member services/enrollment manager – 3.1%, $67,000 Member services/enrollment specialist – 3.1%, $41,750 Intake/admissions specialist – 2.9%, $42,500 Provider relations specialist – 2.9%, $44,750 The scatter plot visualizes each role’s projected salary growth relative to its projected national midpoint salary for 2026. Source: 2026 Salary Guide from Robert Half.

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. 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.

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.

The graphic below highlights the nonclinical healthcare skills leaders are most willing to pay more for, along with the certifications expected to hold the greatest value in 2026.

Infographic titled “Higher-Paying Nonclinical Healthcare Skills and Hottest Certifications.” A horizontal bar chart shows the percentage of leaders willing to pay more for specific skills.

Higher-Paying Nonclinical Healthcare Skills and Hottest Certifications Top skills leaders are willing to pay more for: AI and automation — 46% Credentialing and insurance verification — 37% Office administration and management — 37% Patient registration and intake — 34% Administrative member services — 33% Top certifications: Certified Healthcare Financial Professional (CHFP) Certified in Healthcare Compliance (CHC) Certified Professional in Healthcare Quality (CPHQ) Lean Six Sigma in Healthcare Source: Robert Half survey of more than 210 nonclinical healthcare leaders in the U.S.

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 rolesare 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.

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