According to our March 2026 survey, 52% of Regulatory Affairs professionals are considering a job change this year. The desire to work remotely, compensation, and company culture continue to heavily influence Regulatory Affairs job satisfaction and continue to play a critical role in both retention and recruitment.
To better understand salary expectations among senior Regulatory professionals in 2026 and if they differ regionally, Dennis Partners surveyed professionals at the Director, Senior Director, Executive Director, Associate Vice President, Vice President, Senior Vice President, and Chief Regulatory Officer levels across three major biopharma hubs: California, New England, and New York/New Jersey/Pennsylvania.
We asked:
What base salary range would you be looking for in your next Regulatory leadership career opportunity?
Based on this data, the salary expectations among senior Regulatory leaders remain high and are continuing to increase, particularly at the Vice President, Senior Vice President, and Chief Regulatory Officer levels. The majority of these professionals in all three regions expect base salaries exceeding $350,000, with over 30% of respondents in all hubs seeking base salaries of over $425,000.
At the Senior Director thru AVP levels, expectations have shifted upward as well, with more than half of respondents in all regions expecting over $300,000. More than half of Director level candidates across all regions are seeking salaries at $251,000 and above, which is higher than the $225,000+ base salary we saw in 2025 . California showed the highest expectations, with 100% of Senior Director thru AVP level respondents and 50% of Director level respondents seeking salaries above $300,000.
We also asked:
What level of in-person presence would you be willing to commit to for your next Regulatory leadership role?
Flexibility around remote work remains a top priority for Regulatory professionals across all levels in all the major hubs.
Overall, 55% of Regulatory professionals prefer hybrid arrangements with monthly travel, 25% prefer to be fully remote, and 20% are open to weekly travel commitments.
In California, 69.2% of Regulatory candidates prefer a hybrid arrangement with monthly travel, while 23.1% prefer to be fully remote. In New England, 45.5% prefer fully remote positions, and 27.3% prefer hybrid with monthly travel requirements. Only 5.3% of respondents in the NY/NJ/PA region and 7.7% in California prefer hybrid roles requiring weekly travel, but 27.3% of candidates in New England indicated they would be willing to travel weekly. Very few of the respondents wanted to be on-site full-time. Only 5.3% of candidates in the NY/NJ/PA area were willing to do so, and none of the respondents in New England or California selected the fully onsite model.
Remote and hybrid work flexibility is clearly still a critical component in attracting top-tier talent in 2026. Companies offering hybrid arrangements with less frequent travel or remote options will maintain a significant competitive advantage in the 2026 hiring market.
Final Thoughts
As biopharma companies expand into new therapeutic areas and technologies, the regulatory landscape continues to evolve and the demand for experienced Regulatory leadership remains strong. Rising compensation expectations and workplace flexibility continue to influence Regulatory career moves at every level. To attract and retain topRegulatory talent in this highly competitive market, companies need to be strategic, proactive, and flexible.
Celebrating 23 years in business this month, Dennis Partners is an executive search firm 100% dedicated to Regulatory Affairs recruiting. Whether you’re building your leadership team or exploring your next opportunity, we provide unmatched insight and partnership at every step.
Contact us today to learn how we can help you achieve your Regulatory hiring and career goals in 2026.
