Pediapals Salary

Pediapals Salary

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As of August 2026, the average hourly salary for employees at Pediapals in the United States is $42. This translates to an approximate annual wage of $87,811. Salaries at Pediapals typically range from $37 to $48 hourly, reflecting the diverse roles and experience levels within the company.

How Much Does Pediapals Pay for Different Roles?

Explore detailed salary information for specific jobs at Pediapals. Based on our data, the highest paying job is the Human Resources Director - Virtual, with an hourly wage of $91. The table below outlines the hourly wage ranges for most popular roles within the company.

Full Time IT Project Coordinator (2220m)

$29 / hour

Salary Range: $25 - $33

Special Events

FT Family Law Paralegal Buckhead (2218)

$45 / hour

Salary Range: $41 - $50

Legal

FT Project Coordinator (2220)

$54 / hour

Salary Range: $46 - $61

Human Resources

FT - Family Law Paralegal Marietta (2219)

$43 / hour

Salary Range: $39 - $48

Legal

FT Administrative Assistant/Research Assistant - Perimeter Area (2202)

$32 / hour

Salary Range: $29 - $36

Administrative Assistant IV

FT Office Manager (2214)

$46 / hour

Salary Range: $39 - $51

Management

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Pediapals.
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About Pediapals: Company Profile

Website
www.pediapals.com
Founded In
Data pending, update soon.
Employees
100 - 200 employees
Industry
Business Services
Headquarter Location
MINNEAPOLIS
Revenue
$10 Million - $50 Million
Phone Number
-
Social Media

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

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Pediapals's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
Knowing your colleagues personally improves collaboration and overall morale significantly, making it a great place to contribute. Never had a weak link in any department. I love the cross-departmental collaboration. I'm consistently impressed by the high caliber of my colleagues; everyone is knowledgeable, driven, and dedicated to providing exceptional service to our clients. The benefits package...
Commented in April 01, 2025
8
2
This company’s values align with mine, particularly regarding ethical practices and social responsibility. Routine work with clear instructions. Benefits are generous, and overall job satisfaction is high among peers. Room for improvement in communication. Leadership is competent and it is particularly inspirational. This creates a loyal and dedicated workforce in return. Training is available and...
Commented in March 29, 2025
44
0
I genuinely enjoy coming to work and feel motivated by the culture, leadership, and people I interact with every day. Coordinated perfectly across multiple service lines. Some teams are highly efficient, while others lag. Satisfactory experience. I’ve had several opportunities to upskill and take on new responsibilities.
Commented in November 04, 2024
40
0
Got the job done but lacked the personal touch of providers. Managers are professional, though some departments experience communication gaps. Collaborative environment with ample learning. This collaborative spirit makes tackling complex projects much easier and more rewarding.
Commented in February 09, 2024
39
0

How Pediapals's Salaries Compare to Similar Companies?

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

Is Pediapals’s Pay Competitive? Salary Benchmarking Analysis

How does Pediapals'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
PARTY AT THE POINT $37
-12.4%
PARTY AT THE POINT likely leverages performance bonuses over the high base salary shown here.
PRIMROSE EXCURSIONS $42
-0.5%
Aligns perfectly with prevailing regional benchmarks for this specific job family.
POCKETGUIDETOURS $43
+2.9%
Suggests POCKETGUIDETOURS utilizes a highly similar base-plus-benefits compensation model.
PERSONALIZED TOURS & COACHES $38
-9.1%
Typical compensation structure for smaller regional agencies like PERSONALIZED TOURS & COACHES.
Business Services Industry $59
+37.7%
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 Minneapolis?

Understanding the cost of living near Minneapolis is key to truly evaluating a salary offer or your current compensation at Pediapals.
Minneapolis' Cost of Living Index is approximately 104.8 (4.8% more expensive than US average; 7.9% more than MN average). Major city, vibrant, housing costs above US avg, cold winters (high heating). Metro Transit. When planning your budget based on a salary from Pediapals, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,400 - $2,100+ A significant portion of Pediapals salary. Location choices impact this heavily.
Utilities (Basic) $130 - $230 (Heating significant) Electricity, Heating, Cooling, Water etc.
Public Transportation $120 (Metro Transit monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $430 - $630 Can be higher with more dining out or specialty stores.
Personal & Leisure $450 - $800+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $390 - $720+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,920 - $4,480+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Pediapals

FAQ 1: What is the estimated average total compensation at Pediapals?
Salary.com estimates that the average total compensation package at Pediapals, which can include base salary, potential bonuses, and benefits, is around $42 per hour . Total compensation provides a more holistic view of an employee's earnings.
FAQ 2: How much does Pediapals pay compared to PARTY AT THE POINT?
The average annual salary at Pediapals is $87,811, or an hourly wage of $42, in comparison to PARTY AT THE POINT which pays $76,905 per year or $37 per hour.
FAQ 3: What's the typical salary progression for an employee moving from an entry-level to a senior role at Pediapals?
Salary progression from an entry-level to a senior role at Pediapals 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 Pediapals in Minneapolis is fair given the local cost of living?
To determine if a salary offer from Pediapals in Minneapolis is fair, first compare the gross salary to our data for similar roles at Pediapals and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Minneapolis" to understand its purchasing power.
FAQ 5: Are promotions at Pediapals usually accompanied by a significant salary increase?
Yes, promotions at Pediapals 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.

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