Gripa Salary

Gripa Salary

Salaries

Job Openings

Overview

Reviews

Similar Company

FAQ

Recommended HR Topics
Compensation Planning Hot Insights on Your Competitors' PayNew Global Market Data New Develop a Job Description Pay Equlity Benefits Consulting
As of August 2026, the average annual salary for employees at Gripa in the United States is $80,155. This translates to an approximate hourly wage of $39. Salaries at Gripa typically range from $70,408 to $91,131 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Gripa Pay for Different Roles?

Explore detailed salary information for specific jobs at Gripa. Based on our data, the highest paying job is the Administrator, with an annual salary of $263,447. The table below outlines the annual salary ranges for most popular roles within the company.

Accounts Payable Coordinator

$53,207 / year

Salary Range: $48,337 - $59,092

Accounting

Activities Aide

$35,686 / year

Salary Range: $32,068 - $39,581

Resident Care

Activities Aide (Recreation Assistant)

$46,734 / year

Salary Range: $41,530 - $52,683

Facilities Operations

Activities Aides

$37,305 / year

Salary Range: $33,054 - $42,522

Janitorial

Activities Assistant

$32,380 / year

Salary Range: $29,689 - $35,533

Resident Care

Activities Director

$59,852 / year

Salary Range: $53,915 - $67,850

Health IT and EHR Training

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Gripa.
Loading results...

About Gripa: Company Profile

Website
www.gripa.org
Founded In
1996
Employees
25 - 50 employees
Industry
Healthcare
Headquarter Location
ROCHESTER
Revenue
$50 Million - $200 Million
Phone Number
-
Social Media
About GRIPA
GRIPA was founded in 1996 as a unique collaboration between hospitals and physicians, for the purpose of simultaneously improving the quality and efficiency of health care. The membership-based organization, comprised of over 1,300 physicians and their affiliate hospitals, continues to be innovative in the Accountable Care and population health approach to health care delivery. Implementation of a

Employee Reviews: Insights on Salary, Culture & Work-Life

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Gripa's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
This trust from management fosters a sense of ownership and responsibility, leading to greater job satisfaction and professional growth. Love the teamwork in high-pressure situations. It's a good place for those who like routine, but it may feel stagnant for those seeking a fast-paced career. Their commitment to patients shows in every step of the care process. I appreciate the clear communication...
Commented in May 20, 2025
45
3
Team is competent, just not very personal. Good for those who prefer structure and repetition. Overall work service is acceptable, though wait times can be long. I feel valued and respected every day. Most importantly, patient care never takes a back seat. From appointment scheduling to follow-up care, everything runs smoothly.
Commented in July 24, 2024
49
2
Management encourages open dialogue, and feedback is valued. Their school-based counseling program has been particularly valuable. Their mobile clinics reach isolated neighborhoods. The staff training was comprehensive yet concise. Leadership maintains clear communication across the entire organization.
Commented in March 08, 2024
18
1

How Gripa's Salaries Compare to Similar Companies?

The data below provides a snapshot of what comparable firms are paying, offering crucial context for evaluating Gripa’s pay competitiveness. Click on a company for a deeper dive.

Is Gripa’s Pay Competitive? Salary Benchmarking Analysis

How does Gripa's compensation stack up against the industry and its key competitors? Our salary benchmarking analysis provides a clear comparison. The chart below visualizes this comparison alongside select peer companies.
Competitor / Benchmark Avg. Salary Variance Primary Market Influence Factor & Explanation
HUDSON SAMUEL MD $83,233
+3.8%
Supported by HUDSON SAMUEL MD's high-margin contracts allowing higher overhead.
JORDAN AND THOMAS PLLC $82,445
+2.9%
Suggests JORDAN AND THOMAS PLLC utilizes a highly similar base-plus-benefits compensation model.
COLORADO PLAINS MEDICAL CENTER $80,331
+0.2%
Indicates identical technical requirements and experience levels between the two firms.
NAVAJO HEALTH FOUNDATION - SAGE MEMORIAL HOSPITAL $76,050
-5.1%
NAVAJO HEALTH FOUNDATION - SAGE MEMORIAL HOSPITAL likely leverages performance bonuses over the high base salary shown here.
Healthcare Industry $121,907
+52.1%
Pay variances are driven by organizational scale, specialized skill requirements, or geographic cost-of-living factors.
Need More Granular Data? The analysis above provides a high-level market overview. To benchmark specific job codes, adjust for real-time cost-of-living changes, or access verified HR-reported datasets, upgrade to Salary.com for Business. Precision matters when building your compensation strategy.

What Is the Cost of Living Near Rochester?

Understanding the cost of living near Rochester is key to truly evaluating a salary offer or your current compensation at Gripa.
Rochester's Cost of Living Index is approximately 82.3 (17.7% less expensive than US average; 34.2% less than NY average). Western NY city, affordable housing. RTS bus. When planning your budget based on a salary from Gripa, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $950 - $1,500+ A significant portion of Gripa salary. Location choices impact this heavily.
Utilities (Basic) $160 - $270 (Heating significant) Electricity, Heating, Cooling, Water etc.
Public Transportation $56 (RTS monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $390 - $570 Can be higher with more dining out or specialty stores.
Personal & Leisure $350 - $650+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $380 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,286 - $3,696+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Gripa

FAQ 1: What is the estimated average total compensation at Gripa?
Salary.com estimates that the average total compensation package at Gripa, which can include base salary, potential bonuses, and benefits, is around $80,155 annually . Total compensation provides a more holistic view of an employee's earnings.
FAQ 2: How much does Gripa pay compared to HUDSON SAMUEL MD?
The average annual salary at Gripa is $80,155, or an hourly wage of $39, in comparison to HUDSON SAMUEL MD which pays $83,233 per year or $40 per hour.
FAQ 3: What's the typical salary progression for an employee moving from an entry-level to a senior role at Gripa?
Salary progression from an entry-level to a senior role at Gripa can be significant, often involving several promotions and substantial pay increases. For example, an entry-level Analyst might see their salary potentially double or more as they progress to a Senior Manager or Director position over several years, assuming strong performance and development.
FAQ 4: How can I determine if a salary offer from Gripa in Rochester is fair given the local cost of living?
To determine if a salary offer from Gripa in Rochester is fair, first compare the gross salary to our data for similar roles at Gripa and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Rochester" to understand its purchasing power.
FAQ 5: Are promotions at Gripa usually accompanied by a significant salary increase?
Yes, promotions at Gripa are generally accompanied by a salary increase. The amount of the increase typically reflects the greater responsibilities, skills, and scope of the new role. The percentage increase can vary widely depending on the level of promotion and the company's compensation structure.

For Employer

What Should I Pay?

The trusted data and intuitive software your organization needs to get pay right.

Explore CompAnalyst ®
Looking for Accurate Salary Data?

Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.

Surveys & Data Sets
Unlock Intelligence on Your Competitors' Salaries Across 35 Countries

Real-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.

SalaryIQTM
The Only Compensation System That Helps You EXCEL.

If your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.

Compensation Planning