2026年美国薪酬指南

Pay in the Ageof Uncertainty 2026 Salary Guide Letter from the LHH North America Country President...............................3Introduction & Market Outlook.....................................................................4Data Methodology......................................................................................16Beyond The Paycheck.................................................................................18Accounting & Finance.................................................................................21Administrative Support...............................................................................28Engineering.................................................................................................31Healthcare (Non-Clinical).............................................................................34Human Resources......................................................................................38Legal...........................................................................................................42Marketing...................................................................................................46Nonprofit.....................................................................................................52Supply Chain & Logistics............................................................................55Technology..................................................................................................59About LHH..................................................................................................66 This is my first year contributing to the LHH Salary Guide as the North America Country President for LHH. It’s aprivilege to step into this role at such a defining moment, when organizations like yours are facing critical decisions The pace of change has never been greater, and the decisions you make today will shape not only your businessperformance but the very future of work itself. Getting this right is a shared responsibility, and it’s an honor to take on The labor market continues to evolve at a rapid pace. From the rise of AI to shifting employee expectations, you arebeing called to lead through constant transformation. We are entering an era where adaptability, foresight, and Meeting this moment requires a thoughtful, future-ready approach to compensation and total rewards. It has to begrounded in data, responsive to change, and focused on long-term value for both individuals and organizations. This year’s Salary Guide reflects that approach. It captures how technological acceleration, workforce flexibility, and skills-based strategies are reshaping talentdynamics across every industry. The goal is simple: to give you a clearer understanding of today’s compensationmarket and the insight to plan for tomorrow. In doing so, we invite you to move beyond reacting to the present and The challenges ahead are real, but so is the opportunity. By embracing innovation, investing in people, and leadingwith courage, employers can build organizations that set the standard for the future of work, and turn complexity into stop changing. Nicole Gable US Country President Introduction The Talent Market in 2026: Adaptive, Agile,and on the Brink of Reinvention Forces are converging to shape today’s workforce faster than many organizations can keep up. Amid economicinstability, unpredictable dynamics — from shifting employee expectations and rapid technological change to ongoing Your organization is under pressure to rewire talent strategies inreal time. While labor force participation has rebounded andvoluntary turnover has cooled to 13.5%(down from 17.3% the prior What’s clear in2026: business continuitynow depends on talent adaptability, Changes ripple through the workforce You are also navigating rising employee expectations, deepening skills gaps, and the disruptive influence of artificialintelligence. As the cost of inaction rises, shrinking margins leave less room for error. Organizations across industries have made transformation a necessity, not just an ambition. You are revisiting how workgets done, what roles the business requires, and how to close persistent capability gaps. This velocity doesn’t isolateitself to technology. It reshapes how your people work, what they value, and how you must respond to remain relevant. Job roles are evolving. Companies are redefining internal mobility. AI is accelerating productivity and challenging legacyoperating models. Employees expect more from you — more purpose, more support, more growth — and they’remaking moves to get it. You must treat transformation as a constant to meet the moment. As you plan for the year overwhelmed by howquickly work is In this guide, we unpack four intersecting trends that are reshaping how work gets done and what it takes for you tobuild a future-ready workforce. What Your Organization Can Do To Get Ahead? Rewriting the Rules: AI