2026-2027 MedTech Compensation Guide

Human Resources

Talent planning connects growth strategy with the capabilities, leadership, and organizational structure needed to execute it. HR leaders translate those requirements into hiring priorities, development plans, and retention practices.

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HR Business Partner and HR Manager
Director and VP of Human Resources

For 2026-2027 planning, focus on workforce planning, manager effectiveness, compensation consistency, and change management. Evaluate HR investment against business needs and the risks of losing critical talent.

HR Business Partner and HR Manager

HR Business Partner Manager

9%Avg. variable

$142k
Average total compensation: $130k
Average base salary

Base salary range: $100k to $160k
Total compensation range: $100k to $175k

HR Manager

9%Avg. variable

$190k
Average total compensation: $175k
Average base salary

Base salary range: $135k to $220k
Total compensation range: $145k to $240k

Did you know?

HR Business Partners and Managers turn business priorities into practical people decisions. For 2026-2027 planning, assess manager support, employee relations, workforce planning, and compensation administration. Development programs should address the capabilities needed for the company's next stage.

Director and VP of Human Resources

Director of Human Resources

16%Avg. variable

$220k
Average total compensation: $190k
Average base salary

Base salary range: $150k to $230k
Total compensation range: $160k to $265k

VP of Human Resources

32%Avg. variable

$330k
Average total compensation: $250k
Average base salary

Base salary range: $170k to $320k
Total compensation range: $190k to $450k

The market

Benchmark Director and VP-level HR roles by workforce size, geographic footprint, company stage, and functional remit. For 2026-2027 planning, prioritize leaders who connect organization design, leadership development, retention, and compensation strategy with business objectives.

Finance All functions

The full guideAll 11 functions as a PDFEvery role with the guide's notes, to keep and share with your team. Free, in exchange for your name and email.

A custom benchmarkYour role, your market, current numbersSalary ranges vary across company size, geography, vertical, and compensation structure. For a more granular, role-specific analysis, request a custom compensation benchmark.compbenchmark@floodgatemedical.com

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Talent decisions compound over time, for better or worse.

Benchmarks are the start. The decision is the rest.

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