Women's, Neonatal & Pediatric Nursing salary guide

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Published BLS wages for this family. BLS OEWS May 2025.

Labor & Delivery Nurse (L&D RN, LDRP RN) SOC 29-1141, Registered Nurses. broader match.
Antepartum Nurse (High-Risk OB RN) SOC 29-1141, Registered Nurses. broader match.
Mother-Baby Nurse (Postpartum, Couplet Care RN) SOC 29-1141, Registered Nurses. broader match.
NICU Nurse (Neonatal ICU RN) SOC 29-1141, Registered Nurses. broader match.
Pediatric Nurse (Inpatient Pediatrics RN) SOC 29-1141, Registered Nurses. broader match.
PICU Nurse (Pediatric ICU, Pediatric Critical Care RN) SOC 29-1141, Registered Nurses. broader match.
Pediatric Emergency Nurse (Peds ER RN) SOC 29-1141, Registered Nurses. broader match.
Lactation Consultant (IBCLC) SOC 29-1141, Registered Nurses. broader match.
Labor & Delivery Charge Nurse SOC 29-1141, Registered Nurses. broader match.
NICU Charge Nurse SOC 29-1141, Registered Nurses. broader match.

Which nursing roles are covered on this page?

This guide groups women’s, neonatal, and pediatric nursing roles under registered nurse work. It covers labor and delivery, antepartum, postpartum, NICU, pediatric floor, PICU, pediatric emergency, lactation, and charge nurse openings. Each role asks for a different mix of bedside care, family communication, and shift leadership.

The title is broad, but the work is specific. A charge nurse makes unit assignment decisions. A lactation consultant spends more time on feeding support and teaching. A PICU nurse watches for change and reports it quickly.

How do these roles differ during a shift?

The shift changes by unit and patient age. In labor and delivery, the nurse tracks labor progress and responds to change. In mother-baby, the nurse manages recovery, feeding, and discharge teaching. In NICU and PICU, the nurse follows closer monitoring and updates the provider team.

We ask how the person handles handoff, charting, family updates, and urgent changes. We also ask what they do before, during, and after each shift. That gives us a clearer read on the work than a title alone.

What do we want to know from a hiring manager?

We ask what your unit needs most right now. Some teams need a bedside nurse who can float within the service line. Others need a charge nurse who can assign rooms, watch flow, and answer questions from newer staff. The pay range depends on that daily scope.

We also ask which skills matter most on the floor. That may include fetal monitoring, newborn care, pediatric IV work, family teaching, or triage in a busy emergency area. The real workload matters more than the job label.

How should you read wage data for these jobs?

The wage data in this guide reflects broad registered nurse labor market data. It is a reference point, not a final offer. A pediatric RN in a general unit does different work from a PICU RN or a labor nurse, even when the base title is the same.

Use the guide with local practice, shift pattern, and unit mix in mind. Night work, weekends, charge duties, and specialized patient groups often change what a hiring manager can support. That is why two similar openings may pay differently.

What parts of the role change the offer?

Clinical setting matters, but so does the daily assignment. A nurse who manages triage, admissions, and patient education may fit a different range than a nurse who spends most of the shift on continuous bedside care. Leadership duties also change the discussion.

We ask about call expectations, weekend rotation, and whether the nurse covers more than one area. We also ask if the role includes precepting, relief charge, or discharge work. Those details help you compare one opening with another.

How do we support direct hire and coverage needs?

If your unit needs short-term help, we can discuss other coverage options. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.

For buyer questions, we keep the conversation practical. We ask what shift must be covered, who supervises the nurse, and which duties sit with the unit leader. That keeps the search tied to the real work, not only the title.

What else should you ask about this edition?

How do I set pay for a labor and delivery opening with charge duties?

Start with the bedside scope, then add the leadership work. A charge nurse may handle assignments, answer questions, and watch patient flow during the shift. If those duties are expected every week, we treat the role differently than a standard labor and delivery bedside post.

What should I ask about a NICU candidate before I interview them?

Ask what level of newborn care they have worked with and what they do in a typical shift. We also ask about charting, family updates, and how they respond when patient status changes. That gives a clearer view than asking only how long they have held the title.

How do pediatric ICU and pediatric floor roles compare in the guide?

The pediatric ICU role usually carries more frequent monitoring and provider updates. A pediatric floor nurse often manages more routine recovery and teaching work. Both are registered nurse roles, but the daily pace and decision points are not the same.

Can this page help with locum or travel coverage for postpartum or NICU units?

Yes, when you need temporary coverage instead of direct hire. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.