340B Salary Guide 2026: What 13 Posted Pay Ranges Say About Analyst, Compliance and Vendor Pay

"What does it pay?" is the first question I hear from 340B candidates and the last one most job postings answer. When I went through 260 organizations for my October list of 77 open 340B roles, only 13 of those postings put a pay range in writing.

Thirteen is not a salary survey. But it is 13 real numbers that real employers committed to in public this fall, which is more than most people in 340B ever get to see side by side. In the October report I showed them in one chart and moved on. Here I want to slow down and read them properly: what the typical range looks like, why the same title can start more than $30K higher in one place than another, what never gets posted, and how to use all of it if you are setting a range or weighing an offer.

The 13 ranges, grouped by the kind of work

The chart in the October report ranked these from highest to lowest. This time I have grouped them by role type, because that is how a candidate or a hiring manager actually compares them.

The same title can start at $52K or at $85K

Posted base pay by role type, in thousands of dollars per year (hourly ranges × 2,080 hours), from the 13 postings in the October 2026 report that list pay.

Hospital or health systemVendor, pharmacy or PBM

Specialist

Kaleida Health · 340B Specialist

$51K–$70K

Vail Health · 340B Program Specialist

$76K–$105K

Analyst

Essentia Health · 340B Analyst

$52K–$78K

RWJBarnabas Health · 340B Analyst

$62K–$88K

Harris Health · Pharmacy Business Analyst (340B)

$66K–$85K

Onvida Health · 340B Analyst

$68K–$104K

City of Hope · 340B Program Analyst

$85K–$132K

Compliance analyst

Adventist Health · 340B Compliance Analyst

$58K–$81K

UNC Health · 340B Compliance Analyst, Certified

$60K–$86K

Vendor, pharmacy and PBM

Avita Care Solutions · 340B Client Services Analyst

$70K–$77K

KPH Healthcare Services · 340B Program Manager

$65K–$95K

Optum · 340B Client Relationship Manager

$72K–$130K

Optum · National Account Manager, 340B

$60K–$130K

$40K$60K$80K$100K$120K$140K

Across all 13, posted pay runs from about $51K at the bottom of Kaleida Health's specialist range in Buffalo to $132K at the top of City of Hope's analyst range in Southern California. Hourly postings are converted at 2,080 hours a year so everything is on the same footing.

What a typical hospital 340B range looks like

Nine of the 13 ranges come from hospitals and health systems. Line them up and the middle of the market is easy to see:

• The median range starts at about $62K and tops out at about $86K. The median midpoint is about $75K.
• Seven of the nine start at $58K or higher and top out above $80K. The two that do not are the specialist role in Buffalo and the analyst role in Superior, Wisconsin.
• Only one hospital range goes past $105K. That is City of Hope, at $85K to $132K.

For the five roles with "analyst" in the title and no compliance qualifier, the median range is about $66K to $88K. If you are a hospital pharmacy director writing a 340B analyst posting and your range tops out in the low $70s, you are below the top of every analyst range on this list.

For context, the Bureau of Labor Statistics puts the national median for pharmacy technicians at $45,750 and for pharmacists at $140,910 as of May 2025. Every one of these 13 ranges starts above the technician median, and none of them reaches the pharmacist median. That is where 340B work sits: it is a real step up for a strong technician or buyer, and it is priced below a pharmacist license.

Four things the ranges tell me

1. The title tells you less than you think

Five postings are for a 340B analyst. The lowest starts at $52K and the highest starts at $85K, which is exactly where the Harris Health range ends. "340B Program Specialist" covers $51K to $70K in Buffalo and $76K to $105K in Vail. If you are comparing two offers, or benchmarking your own posting, match on the work and the location before you match on the title: how many child sites and contract pharmacies, which split-billing system, whether the role owns audits.

2. Location still moves the number, even inside one state

Two of the ranges are in California. City of Hope's analyst role in Irwindale, in Los Angeles County, posts $85K to $132K. Adventist Health's compliance analyst role in Ukiah, in rural Northern California, posts $58K to $81K. Same state, same federal program, and a $27K gap at the bottom of the range. Vail is a resort town, and its range shows it. Buffalo and Superior sit at the low end. Remote hiring has widened the candidate pool, as I wrote in October, but it has not flattened pay.

3. Vendors do not start higher. They go higher.

This one surprised me. The four vendor, pharmacy and PBM ranges start between $60K and $72K, which is the same place hospital ranges start. The difference is at the top: both Optum roles reach $130K. Those are client-facing jobs, a relationship manager and a national account manager, and the width of the range tells you the employer expects to hire across a wide band of experience. Avita's client services analyst role, at $70K to $77K, pays about what a hospital analyst makes. So "vendors pay more" is only half true. The premium is for senior, client-facing work, not for moving to the vendor side as such.

4. Compliance sits right in the middle

The two compliance analyst ranges, Adventist Health at $58K to $81K and UNC Health at $60K to $86K, land almost exactly on the hospital median. UNC's role requires the Apexus 340B ACE credential. With only two data points I would not draw a hard conclusion, but I will say this: given how hard these seats are to fill, which I covered in my post on the 340B auditor shortage, a median range for a certified compliance hire is one reason some of these searches run long.

All 13 ranges with location and midpoint

Sorted by midpoint, with links to the public postings where there is one. Some will have closed since October.

What does not get posted

What is missing from that table matters as much as what is in it.

• No hospital leadership role shows pay. The October list includes 340B program manager searches at Grady Health System, MedStar Health and SSM Health, a senior manager at Boston Medical Center, and director roles at the University of Miami and Providence. Not one of those postings carries a range. The only program manager range on the list is from KPH Healthcare Services, on the pharmacy side, at $65K to $95K.
• Most audit roles do not show pay either. Of the ten audit and compliance postings, only the two compliance analyst roles above list a range.
• Manufacturer roles are silent. Neither of the manufacturer-side postings in the report appears among the 13.

So the public numbers describe the analyst and specialist tier well and say almost nothing about what a 340B manager or director earns. If you are a candidate for one of those roles, ask for the range in the first conversation. If you are the employer, know that candidates are filling the silence with the $130K they saw on a vendor posting.

Why only 13 of 77 show a number

A lot of it is geography. There is no federal rule requiring pay in job postings, but more than a dozen states now have one, including California, Colorado, New Jersey and New York, according to Paycor's state-by-state tracker. The list is growing: law firm Cooley notes that Virginia, Maine and Connecticut added posting requirements in 2026, with Delaware to follow in 2027.

Five of the 13 ranges come from hospitals in those four states: City of Hope and Adventist Health in California, Vail Health in Colorado, RWJBarnabas Health in New Jersey and Kaleida Health in New York. Five more are remote or multistate roles, where employers often post a range everywhere because some of the states they hire in require it. That leaves three, Onvida Health in Arizona, Harris Health in Texas and UNC Health in North Carolina, that posted pay in states the same tracker lists as having no such law. They did it by choice, and I think they are ahead of where the market is going.

How to read a posted range

• Look at the width first. Avita's range is $7K wide. Optum's national account manager range is $70K wide. Seven of the nine hospital ranges are between $19K and $29K wide, and the other two are wider. A narrow range tells you what the job pays. A very wide one tells you the employer has not decided who they are hiring yet, and the number depends on you.
• Find the midpoint. It is the fairest single number for comparing two postings, which is why I added it to the table.
• Convert hourly to annual. Several hospital 340B roles post an hourly rate. Multiply by 2,080 before you compare it to a salaried vendor role.
• Remember what a range leaves out. These are base pay figures. Benefits, retirement match, bonus and remote flexibility are not in them, and they differ a lot between a health system and a vendor.

If you are setting a range

• Post it. In a growing number of states you now have to, and in the rest you are competing with employers who do. A posting with no number gets compared to the highest number the candidate has seen.
• Check yourself against the middle of the market. About $62K to $86K is the median hospital range on this list. If your range sits well under it, expect a longer search or plan to hire someone you will train.
• Price the role, not the title. An analyst who owns self-audits and HRSA audit preparation for a system with dozens of contract pharmacies is not the same hire as an analyst who reconciles one site. Your range should say which one you want.
• Keep the range honest. If you will never pay the top third, do not post it. Candidates anchor on the top number, and an offer at the bottom of a wide range feels like a pay cut before they have started.
• Know your ceiling against vendors. Your senior analyst can see the Optum postings too. If you cannot match the pay, be ready to talk about what you can offer: stability, mission, a path to manager, a funded certification.

If you are weighing an offer

• Ask where in the range the employer expects to land for your experience. It is a fair question, and the answer tells you more than the range does.
• Bring the right comparisons. Use ranges for the same kind of work in a similar market, not the biggest number on the chart. A Southern California range will not move a hiring manager in Buffalo.
• Lead with what is scarce. Audit experience, depth in a split-billing platform and the ACE credential are what employers are short of. Those are your reasons for the upper half of a range.
• If you are a technician or buyer, do the math on the move. Every range here starts above the national technician median. A first 340B role is one of the clearest pay steps available without going back to school.
• Do not skip a posting because it has no number. Most do not, including nearly every leadership role. Ask early instead.

Posted pay is the part of the 340B market everyone can see. The rest, what managers and directors earn, where offers actually land inside a range, which employers have room to move, is the part I talk about every day. If you are setting pay for a 340B role or trying to work out what your experience is worth, message me. 340B recruiting is what I do.

Sources and method

Pay ranges are base pay as posted by each employer on the public listings gathered for Who's Hiring in 340B Right Now during the week of October 13, 2026, rounded to the nearest $1,000, with hourly rates converted at 2,080 hours a year. Thirteen postings is a small sample: treat the medians as a snapshot of what was posted that week, not as a salary survey. National wage medians are from the Bureau of Labor Statistics Occupational Outlook Handbook (May 2025). Pay transparency law information is from Paycor's state tracker and Cooley's July 2026 summary and is not legal advice.