The start of 2026 brings optimism and a fresh wave of hiring across the nonprofit, education, healthcare, and broader social impact sectors. After a challenging year in 2025 marked by sluggish job growth nationally and a slower pace of overall hiring, mission-driven organizations are recalibrating staffing strategies to meet rising demand for services, accountability, and organizational transformation. National job growth in 2025 was among the slowest outside recession years, with employers adding just over half a million jobs for the entire year and hiring slowing significantly toward year-end.
(https://www.washingtonpost.com/business/2026/01/09/jobs-report-unemployment-rate/)
Even amid economic shifts, purpose-driven organizations continue to play a central role in the U.S. economy and community well-being. At last measurement, nonprofit organizations alone accounted for nearly one in every ten private-sector jobs, underscoring the scale and importance of this workforce across communities nationwide.
(https://nonprofitnewsfeed.com/resource/the-nonprofit-sector-the-future-of-purpose-driven-work-in-an-ai-driven-world/)
At the same time, advances in technology, particularly AI, rising expectations for measurable impact, and growing competition for talent are reshaping what organizations hire for and how they build teams.
In this post, we look back at key hiring trends from last year, explore how economic conditions and AI are influencing workforce needs, and break down the most in-demand roles across nonprofits, education, healthcare, foundations, associations, and medical organizations in 2026.
Looking Back: 2025 Nonprofit Hiring Trends
Sector Growth and Persistent Talent Gaps
2025 was a year of contrast for nonprofit employment. While many organizations regained staffing levels lost during the pandemic and expanded programming, sector leaders consistently reported significant vacancies. Surveys showed that most nonprofits were dealing with more job openings than they had before COVID-19, with a large share reporting that vacancies were particularly high in program delivery and service roles.
(https://www.councilofnonprofits.org/nonprofit-workforce-shortage-crisis)
More than half of nonprofits reported having more vacancies than before the pandemic, and roughly three out of four completing workforce surveys indicated job openings, highlighting a tightening talent market.
(https://www.councilofnonprofits.org/nonprofit-workforce-shortage-crisis)
At the same time, employers increasingly offered flexible work arrangements such as hybrid or remote options to attract and retain professionals. Nearly four in ten nonprofit employers said they would provide hybrid jobs as a recruitment tool in 2025.
(https://www.roberthalf.com/us/en/insights/research/employment-trends-nonprofit-industry)
These dynamics created both challenges and opportunities for talent management heading into 2026.
Economic Forces Shaping Hiring in 2026
A Slow but Stabilizing Labor Market
The U.S. labor market showed slower overall job growth in 2025, with many sectors choosing caution in hiring amid economic uncertainty. The annual pace of job gains was the weakest since the early 2000s outside recession periods, with unemployment holding near 4.4 percent as year-end approached.
(https://www.wsj.com/economy/jobs/jobs-report-december-2025-unemployment-16e90dea)
Economic forecasters project a modest rebound in growth for 2026 along with a slight rise in the unemployment rate, suggesting that employers may gain confidence to invest again in staffing mid-year as conditions stabilize.
(https://www.jpmorgan.com/insights/global-research/outlook/labor-market-forecast-2026)
Funding and Financial Pressures
Nonprofits are navigating a complex financial environment. Although charitable giving historically shows resilience even amid economic downturns, tight budgets and shifts in federal funding have forced many organizations to rethink revenue strategies and diversify funding sources.
(https://rsmus.com/insights/industries/nonprofit/nonprofit-industry-outlook-spring-2025.html)
These pressures heighten the need for strategic roles that strengthen financial planning, fundraising sustainability, and resource diversification across missions.
The Impact of AI on Nonprofit Hiring
The rise of artificial intelligence continues to influence workforce planning across industries, and the nonprofit sector is no exception. While AI is reshaping tasks in many roles, it is also creating new opportunities for professionals who can apply AI tools to mission-critical work.
Automation of Routine Tasks
AI technologies are increasingly automating administrative and repetitive tasks such as scheduling, data entry, and basic reporting. This efficiency allows nonprofit staff to focus more on strategic priorities, program innovation, and deeper engagement with stakeholders. At the same time, it shifts job expectations toward more analytical and creative functions.
(https://www.nptechforgood.com/2025/06/23/how-nonprofit-professionals-can-begin-to-ai-proof-their-careers/)
New Skills and Roles Emerging
Nonprofits are beginning to adopt AI for functions ranging from donor insights and digital outreach to impact evaluation. This has increased demand for professionals who blend mission expertise with data and technology fluency, and who can apply these tools ethically and thoughtfully in a purpose-driven environment.
Most In-Demand Nonprofit Roles Employers Are Hiring For in 2026
Across the nonprofit sector, hiring in 2026 is being driven by three forces. Funding pressure, higher expectations for impact measurement, and the need for stronger internal infrastructure. As a result, demand is highest for roles that either drive revenue, deliver and scale programs, strengthen operations, or modernize engagement.
Below are the roles nonprofit employers are prioritizing most this year, along with why they matter and what organizations are looking for.
Director of Development and Fundraising Leaders
Why demand is high
With grant competition increasing and individual giving fluctuating, nonprofits are placing more emphasis on diversified, sustainable fundraising strategies.
What employers need
Development leaders who can build multi-channel fundraising programs, manage major gifts, and integrate data into donor strategy.
Key responsibilities
- Designing and executing annual and multi-year fundraising plans
- Managing major donors, corporate partnerships, and foundations
- Using donor data to improve retention and engagement
- Leading development teams and vendor relationships
Top skills
- Donor strategy
- CRM fluency
- Relationship building
- Data-driven decision making
- Strong writing and storytelling
Where demand is strongest
- Mid-to-large nonprofits
- Healthcare foundations
- Education institutions
- Social services organizations
Program Managers and Program Directors
Why demand is high
Nonprofits are expanding or adapting services to meet rising community needs, which increases the need for strong program leadership.
What employers need
Program leaders who can manage complexity, measure outcomes, and ensure services remain aligned with mission and funding requirements.
Key responsibilities
- Overseeing program delivery and performance
- Managing staff, volunteers, and external partners
- Tracking outcomes and reporting impact to funders
- Adjusting programs based on data and community feedback
Top skills
- Program evaluation
- Leadership
- Stakeholder coordination
- Budgeting
- Reporting
Where demand is strongest
- Education
- Healthcare access
- Housing
- Workforce development
- Youth services
Grant Writers and Grants Managers
Why demand is high
As competition for funding increases, the quality of grant strategy and writing has become a critical differentiator.
What employers need
Professionals who can research opportunities, write compelling proposals, and manage reporting and compliance.
Key responsibilities
- Identifying aligned funding opportunities
- Writing and submitting grant proposals
- Managing reporting timelines and compliance
- Coordinating with finance and program teams
Top skills
- Research
- Writing
- Attention to detail
- Compliance management
- Collaboration
Where demand is strongest
- Small and mid-sized nonprofits seeking growth funding
- Large organizations managing complex grant portfolios
Digital Engagement and Marketing Managers
Why demand is high
Donor and community engagement has become increasingly digital, and nonprofits need to meet supporters where they are.
What employers need
Digital leaders who can grow visibility, engage supporters online, and integrate marketing with fundraising and communications.
Key responsibilities
- Managing email, social, web, and digital campaigns
- Supporting online fundraising and events
- Using analytics to optimize engagement
- Strengthening brand presence and storytelling
Top skills
- Digital marketing
- Analytics
- Content creation
- CRM and marketing automation tools
Where demand is strongest
- Advocacy organizations
- Education nonprofits
- Health awareness groups
- National nonprofits
Finance Managers, Controllers, and Financial Operations Leaders
Why demand is high
Tighter budgets and funding complexity require strong financial oversight and forecasting.
What employers need
Financial leaders who ensure stability, compliance, and strategic resource allocation.
Key responsibilities
- Budgeting and forecasting
- Financial reporting and compliance
- Managing audits and controls
- Advising leadership on financial strategy
Top skills
- Accounting
- Nonprofit finance
- Compliance
- Strategic planning
Where demand is strongest
- Growing nonprofits
- Multi-program organizations
- Grant-heavy institutions
Data and Impact Analysts
Why demand is high
Funders increasingly expect nonprofits to demonstrate measurable outcomes and social impact.
What employers need
Professionals who can turn program and donor data into meaningful insights.
Key responsibilities
- Designing and managing impact measurement systems
- Analyzing program and donor data
- Supporting reporting for funders and boards
- Improving decision making through insights
Top skills
- Data analysis
- Reporting
- Visualization
- Program evaluation
Where demand is strongest
- Education
- Healthcare
- Housing
- Workforce development
- National nonprofits
Human Resources and Talent Leaders
Why demand is high
Retention, culture, and leadership development are becoming top priorities as competition for talent increases.
What employers need
HR leaders who can build inclusive cultures, support leadership, and strengthen hiring and retention.
Key responsibilities
- Talent acquisition and workforce planning
- Performance management and engagement
- Benefits, compliance, and employee relations
- Leadership development and training
Top skills
- HR strategy
- Compliance
- Coaching
- Diversity and inclusion practices
Where demand is strongest
- Growing nonprofits
- Healthcare nonprofits
- Multi-site organizations
Board Relations and Governance Professionals
Why demand is high
Boards are being asked to play a more active role in strategy, fundraising, and oversight.
What employers need
Professionals who strengthen governance, support board effectiveness, and ensure compliance.
Key responsibilities
- Board recruitment and onboarding
- Governance and compliance support
- Meeting facilitation and reporting
- Supporting strategic planning
Top skills
- Governance
- Communication
- Compliance
- Relationship management
Where demand is strongest
- Large nonprofits
- Foundations
- Healthcare systems
- Universities
Expanding the Lens Into The Full Sector
When we talk about the nonprofit sector, we are really talking about an interconnected ecosystem that spans education, healthcare, philanthropy, and professional associations, alongside mission-driven organizations more traditionally labeled as nonprofits. Universities, hospitals, foundations, and associations may operate under different structures and funding models, yet they share the same purpose-driven focus, public benefit orientation, and increasing reliance on talent that blends mission alignment with operational excellence.
That is why it is important to look beyond nonprofit organizations alone when examining workforce demand in 2026. The roles shaping education, healthcare, foundations, and associations directly influence community outcomes, social impact, and economic stability. Together, these sectors form the broader social good economy, and they compete for many of the same professionals, skills, and leadership capabilities.
The sections below break down the most in-demand roles across each of these sectors, showing where hiring demand is strongest and how talent needs are evolving across the full landscape of purpose-driven work.
Most In-Demand Education Jobs for 2026
Education hiring in 2026 is being shaped by enrollment shifts, student support needs, technology integration, and growing focus on retention and outcomes.
Student Support and Success Leaders
Why demand is high
Institutions are prioritizing retention, engagement, and student wellbeing.
Key roles
- Director of Student Success
- Academic Advisors
- Retention and Persistence Managers
- Mental Health and Wellness Coordinators
Top skills
- Student engagement strategy
- Data-driven retention planning
- Counseling and advising experience
- Cross-functional collaboration
Where demand is strongest
- Universities and community colleges
- Online education providers
- K–12 school networks
Instructional Designers and Learning Experience Managers
Why demand is high
Hybrid and digital learning models require structured, high-quality learning design.
Key roles
- Instructional Designer
- Learning Experience Designer
- Digital Curriculum Manager
Top skills
- LMS platforms
- Learning science
- Content development
- Faculty collaboration
Where demand is strongest
- Higher education
- Online learning organizations
- Workforce training providers
Education Operations and Finance Leaders
Why demand is high
Schools and universities face budget complexity and regulatory requirements.
Key roles
- Director of Finance
- Registrar and Enrollment Operations Managers
- Compliance and Accreditation Managers
Top skills
- Education finance
- Compliance and reporting
- Process optimization
Where demand is strongest
- Public and private universities
- Charter and independent schools
Most In-Demand Healthcare Jobs for 2026
Healthcare organizations continue hiring due to aging populations, expanded access needs, and workforce shortages.
Care Coordination and Patient Access Leaders
Why demand is high
Healthcare is shifting toward integrated, patient-centered care models.
Key roles
- Care Coordinators
- Patient Access Managers
- Population Health Managers
Top skills
- Care navigation
- Patient engagement
- Data and reporting
- Interdisciplinary coordination
Where demand is strongest
- Hospitals and clinics
- Community health organizations
- Health-focused nonprofits
Health Data and Quality Analysts
Why demand is high
Outcomes measurement and quality reporting are increasingly tied to funding and reimbursement.
Key roles
- Health Data Analysts
- Quality Improvement Managers
- Outcomes Reporting Specialists
Top skills
- Healthcare analytics
- Compliance and reporting
- Data visualization
Where demand is strongest
- Healthcare systems
- Research organizations
- Public health agencies
Healthcare HR and Workforce Leaders
Why demand is high
Retention, burnout, and staffing shortages require strategic workforce planning.
Key roles
- Healthcare HR Directors
- Workforce Planning Managers
- Credentialing Specialists
Top skills
- Talent strategy
- Compliance and credentialing
- Employee engagement
Where demand is strongest
- Hospitals
- Long-term care organizations
- Behavioral health providers
Most In-Demand Medical Jobs for 2026
Medical hiring in 2026 continues to be driven by an aging population, expanded access to care, workforce shortages, and increased focus on quality, compliance, and patient experience.
Clinical and Patient Care Roles
Why demand is high
Patient volume remains high across most care settings, and shortages in licensed clinical professionals continue nationwide.
Key roles
- Registered Nurses
- Nurse Practitioners
- Physician Assistants
- Medical Assistants
- Behavioral Health Clinicians
Top skills
- Clinical expertise and patient care
- Care coordination and communication
- EMR and clinical documentation
- Cultural competency and patient-centered care
Where demand is strongest
- Hospitals and health systems
- Community clinics and FQHCs
- Behavioral health and substance use treatment centers
Medical Coding, Billing, and Revenue Cycle Leaders
Why demand is high
Healthcare organizations are under pressure to optimize reimbursement, manage regulatory complexity, and reduce financial leakage.
Key roles
- Medical Coders
- Revenue Cycle Managers
- Billing and Compliance Specialists
Top skills
- ICD-10 and CPT coding
- Compliance and audit readiness
- Healthcare finance and reimbursement
- Process optimization
Where demand is strongest
- Hospitals
- Multi-site clinics
- Healthcare management organizations
Health IT and Clinical Systems Professionals
Why demand is high
Digital transformation and interoperability requirements continue to expand across healthcare.
Key roles
- Clinical Systems Analysts
- Health Informatics Specialists
- EHR Implementation Managers
Top skills
- EHR platforms such as Epic and Cerner
- Data integration and reporting
- Workflow optimization
- Change management
Where demand is strongest
- Hospitals and health networks
- Health tech companies
- Research and academic medical centers
Care Coordination and Population Health Leaders
Why demand is high
Healthcare is shifting toward preventative, value-based, and integrated care models.
Key roles
- Care Coordinators
- Population Health Managers
- Patient Experience Directors
Top skills
- Care navigation
- Data-driven care management
- Community partnerships
- Outcomes tracking
Where demand is strongest
- Health systems
- Community health organizations
- Public health agencies
Healthcare Operations and Compliance Leaders
Why demand is high
Complex regulatory requirements and operational scale demand experienced leadership.
Key roles
- Practice Managers
- Compliance Officers
- Risk and Quality Managers
Top skills
- Healthcare compliance
- Operational leadership
- Regulatory knowledge
- Continuous improvement
Where demand is strongest
- Hospitals
- Specialty practices
- Multi-location provider organizations
Most In-Demand Foundation Jobs for 2026
Foundations are expanding their role in impact investing, evaluation, and strategic philanthropy.
Program Officers and Impact Strategists
Why demand is high
Foundations are becoming more strategic and data-driven in their grantmaking.
Key roles
- Program Officers
- Impact and Evaluation Directors
- Strategy and Learning Managers
Top skills
- Grant strategy
- Impact measurement
- Stakeholder engagement
Where demand is strongest
- Private and community foundations
- Corporate foundations
Grants Management and Compliance Leaders
Why demand is high
Regulatory complexity and reporting requirements continue to grow.
Key roles
- Grants Managers
- Compliance and Reporting Specialists
- Legal and Governance Managers
Top skills
- Compliance
- Grant operations
- Risk management
Where demand is strongest
- Large foundations
- Multi-program grantmakers
Most In-Demand Association Jobs for 2026
Associations are modernizing membership, events, and digital engagement strategies.
Membership and Engagement Directors
Why demand is high
Retention and value delivery are essential as membership models evolve.
Key roles
- Membership Directors
- Engagement and Community Managers
- Volunteer Program Managers
Top skills
- Community building
- CRM and AMS systems
- Data-driven engagement
Where demand is strongest
- Professional associations
- Trade organizations
- Events and Education Program Leaders
Why demand is high
Associations rely on education and events for revenue and member value.
Key roles
- Director of Events
- Continuing Education Managers
- Conference Program Directors
Top skills
- Program management
- Event technology
- Partner and vendor management
Where demand is strongest
-
National and international associations
Additional Resources and Further Reading
For readers who want to explore the data, trends, and research behind nonprofit, education, healthcare, foundation, and association hiring in more depth, here are trusted resources and reports worth bookmarking.
Nonprofit workforce and sector trends
-
Council of Nonprofits Workforce Survey
(https://www.councilofnonprofits.org/nonprofit-workforce-shortage-crisis) -
Nonprofit Quarterly Workforce and Leadership Coverage
(https://nonprofitquarterly.org) -
Independent Sector Nonprofit Data and Research
(https://independentsector.org/resource-library)
Labor market and economic outlook
-
U.S. Bureau of Labor Statistics Employment Projections
(https://www.bls.gov/emp) -
Wall Street Journal Jobs and Economy Coverage
(https://www.wsj.com/economy) -
JP Morgan Global Research and Economic Outlook
(https://www.jpmorgan.com/insights/global-research)
AI and technology in the social sector
-
NTEN Nonprofit Technology Network
(https://www.nten.org) -
Nonprofit Tech for Good
(https://www.nptechforgood.com) -
Stanford AI Index Report
(https://aiindex.stanford.edu)
Education workforce trends
-
National Center for Education Statistics
(https://nces.ed.gov) -
Inside Higher Ed Workforce and Leadership Coverage
(https://www.insidehighered.com)
Healthcare workforce trends
-
American Hospital Association Workforce Resources
(https://www.aha.org/workforce) -
Kaiser Family Foundation Health Workforce Data
(https://www.kff.org)
Foundations and philanthropy
-
Candid Philanthropy Data and Reports
(https://candid.org) -
Foundation Center and Guidestar Reports
(https://learning.candid.org)
Associations and membership organizations
-
ASAE Research Foundation
(https://www.asaecenter.org/research) -
McKinley Advisors Association Benchmarking
(https://www.mckinley-advisors.com)
What we know
Hiring in 2026 is being shaped by a combination of economic pressure, rising expectations for measurable impact, evolving technology, and shifting workforce values. Across nonprofits, education institutions, healthcare organizations, foundations, and associations, the most in-demand roles are those that strengthen financial sustainability, deepen engagement, improve operations, and help organizations adapt to change.
For employers, this is an opportunity to be intentional about where to invest in talent and how to build teams that are resilient, data-informed, and mission-aligned. For professionals, it is a moment to focus on developing the skills that matter most now. Strategic thinking, digital fluency, leadership, and the ability to connect purpose with performance.
As organizations and professionals plan for the year ahead, understanding where demand is growing and why helps everyone make smarter decisions, build stronger teams, and advance work that truly makes a difference.
