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Healthcare organizations are seeing higher operational costs as revenue cycles become more complex and specialized talent becomes harder to find. Skills in areas like workflow automation, streamlining operations using AI, credentialing and patient intake are in high demand. Yet, flat Medicare payments are limiting employers’ financial flexibility—just when many need to hire.

With nonclinical healthcare talent in short supply, offering competitive salaries remains essential to attracting highly skilled professionals. But salary alone is not always enough. Candidates are drawn to employers who care for their overall well-being and career growth. That’s why many healthcare leaders are focusing on benefits and perks that address the whole person, including flexible work options and reimbursement for obtaining certifications relevant to their role.

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The salaries below default to national averages. Select a job category and city to find figures for a specific market. Starting compensation can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our compensation data in 3 levels: low, mid and high.

Healthcare: Administration

Healthcare: Administrative Member Services

Healthcare: Administrative Office Services

Healthcare: Finance

Job Title

Low

Mid

High

Medical Coding Manager

65750

74250

84750

Certified Professional Coder

53000

61000

71500

Credentialing Specialist

43750

48750

57000

Intake/Admissions Specialist

39500

42500

45750

Patient Access/Services Specialist

37750

41250

44750

Medical Customer Service Specialist

37000

40500

46750

Insurance Authorization Specialist

39000

40500

46750

Medical Scheduler

38000

40250

43000

Medical Data Entry Specialist

36250

39750

44250

Insurance Verification Specialist

37000

39500

46500

Insurance Referral Coordinator

36750

39250

45250

Electronic Medical Records Specialist

33500

35750

38750

Low

The candidate is new to the role or has limited experience and is building necessary skills.

Mid

The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

High

The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.

2026 Nonclinical Healthcare Compensation Trends

Year-over-year salary gains

+1.6%

projected average increase across nonclinical healthcare roles

+3.0%

for administrative member services professionals due to their key roles in patient engagement and insurance coordination

+1.5%

for administrative professionals like medical records specialists due to compliance and accurate data demands

The value of advanced skills

79% of nonclinical healthcare leaders typically offer higher salaries to candidates with specialized skills than to those without them in the same role.

Top skills leaders are willing to pay more for:

AI or automation

Credentialing, insurance verification

Office administration, office management

Patient registration and intake

Administrative member services

Nonclinical professionals are essential to the operational success of today’s healthcare organizations, supporting everything from patient experience to financial performance.

As these priorities grow, employers are doing what they can to respond with more competitive compensation strategies to attract needed talent. While tight hiring budgets present real challenges, many are finding creative ways to reward success and align pay with evolving business needs.

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of healthcare leaders say their team will be involved in a major digital transformation initiative over the next 2 years. of healthcare leaders say their team will be involved in a major digital transformation initiative over the next 2 years.

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say they are willing to negotiate a higher starting salary with a candidate if the role supports a critical business need. say they are willing to negotiate a higher starting salary with a candidate if the role supports a critical business need.

Managing pay expectations

75% of nonclinical healthcare leaders express concern about keeping pace with candidates’ pay expectations. Many recognize they must prioritize strategies that address job seekers’ needs and streamline the hiring process.

Adding new benefits and perks

Including salary ranges in job descriptions

Increasing starting salaries

The need for skilled contract talent

When budgets don’t allow hiring for new permanent roles, many organizations engage contract professionals to help close skills gaps and manage heavy workloads, and to serve as a trial period for potential future hires.

Bringing in contract talent can also help managers better allocate resources because they’re paying for specialized expertise only when it’s needed for specific projects.

Top certifications and emerging roles

Candidates with in-demand certifications like those listed below can often command higher starting salaries, notably in sectors experiencing active hiring and strong demand for specialized skills.

Certified Healthcare Financial Professional (CHFP)

Certified in Healthcare Compliance (CHC)

Certified Professional in Healthcare Quality (CPHQ)

Lean Six Sigma in Healthcare

Below are a few nonclinical healthcare positions gaining traction in 2026. As these and other new roles evolve and grow in demand, setting competitive salaries can be challenging—prompting 39% of leaders to turn to recruiters for guidance.

Clinical documentation improvement analyst: Uses natural language processing to enhance accuracy and completeness of clinical documentation

Conversational AI designer: Designs and trains healthcare chatbots and voice assistants to provide accurate responses to patient queries

Healthcare AI trainer: Teaches AI models using medical documentation or billing data to improve accuracy

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The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Learn more about our methodology.

Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.