Family Nurse Practitioner Salary Employers in Texas (2025)

Posted on Author

Family Nurse Practitioners (FNPs) are essential to primary and specialty care across Texas. This article delivers clear, verifiable facts about what FNPs earn in Texas, who hires them, and which employer-types tend to pay more — all backed by authoritative salary and hiring data. Below you’ll find a concise introduction, immediate core details under the exact topic heading, a quick-reference table, and scannable bullet lists so you can find the facts fast.

Family Nurse Practitioner Salary Employers in Texas

What FNPs in Texas earn — the headline numbers

  • National median for nurse practitioners (NPs): The U.S. Bureau of Labor Statistics reports the median annual wage for nurse anesthetists, nurse midwives, and nurse practitioners as $132,050 (May 2024)
  • Texas-specific estimates vary by source:
    • Indeed reports an average Family Nurse Practitioner salary in Texas of $118,087 per year (data from job postings/employee reports).
    • Glassdoor reports a broader Nurse Practitioner (Texas) average of about $151,222 per year and a Certified Family Nurse Practitioner average around $162,886 (salaries submitted by employees).
    • Payscale shows a U.S. average Family NP base near $108,133 (2025 data), which illustrates how different survey methods and sample sizes produce different figures.

Quick-reference summary (at-a-glance)

Fact / Metric Typical value or example (source)
BLS national median (NPs) $132,050 (May 2024).
Average FNP — Indeed (Texas) $118,087 / year
Average NP — Glassdoor (Texas) $151,222 / year
Certified FNP — Glassdoor (Texas) $162,886 / year
Payscale Family NP average (US) $108,133 / year)
Common high-volume Texas employers Large health systems and hospitals
Where FNPs work (common settings) Primary care clinics, hospital outpatient/inpatient, urgent care, retail clinic, telehealth, specialty clinics.

Who hires FNPs in Texas (employer types and examples)

Fact: Texas’s healthcare employment is dominated by large health systems, hospital networks, and growing outpatient providers — all major FNP employers. Examples of Texas employers that regularly hire NPs/FNPs include:

  • Hospital systems and academic medical centers: Houston Methodist (large system with many NP roles), MD Anderson Cancer Center (specialty and outpatient roles), Memorial Hermann, Baylor Scott & White. These organizations post NP positions across inpatient, outpatient, and specialty services.
  • Large regional health systems and community hospitals: Texas Health Resources, Christus Health, UT Health systems (urban and regional campuses). These systems offer primary care, specialty clinics, and hospitalist NP roles.
  • Urgent care and retail health chains: Urgent clinics and retail providers (walk-in clinics, employer health centers) list frequent NP openings; these roles often have set schedules and different pay structures than hospital roles. (Job board listings show many current openings in Texas.)
  • Telehealth companies and staffing agencies: Telemedicine providers and staffing firms that contract FNPs for remote primary care, chronic-care management, and locum positions. Job boards and staffing sites list these openings throughout Texas. Fact: Large Texas health employers are important pay drivers because they offer the volume of positions, structured salary bands, and benefits packages that shape market pay. For example, Houston Methodist — a major employer in Texas — lists ongoing NP openings across specialties.

What affects FNP pay in Texas? (straight facts)

These factors are consistently reported across salary sources and job postings:

  • Employer type: Academic medical centers and specialty hospitals frequently pay more than small outpatient clinics.
  • Geography inside Texas: Urban centers (Houston, Dallas-Fort Worth, Austin) typically show higher posted salaries than many rural counties. Job volume and cost of living drive this difference.
  • Experience and certification: Years in practice, additional certifications (e.g., acute care, oncology), and supervisory responsibilities increase pay.
  • Specialty and setting: FNPs working in specialty clinics (e.g., oncology, cardiology, hospitalist roles) or procedural environments often earn more than those in standard primary care.
  • Full-time vs. per-diem/contract: Contracted or locum tenens roles may pay higher hourly rates but often lack the same benefits packages.

Pay structure: base salary, incentives, and total compensation (facts)

  • Base salary is the most commonly reported figure on job sites and employer postings. Base offers for FNPs in Texas often fall into a broad range depending on the factors listed above
  • Bonuses and incentives: Some systems include sign-on bonuses, retention bonuses, productivity or panel-based incentives, and differential pay for nights/weekends. Glassdoor and Payscale list bonus ranges attached to FNP total compensation
  • Benefits: Health insurance, retirement matching, CME allowances, and paid time off are typical components of FNP compensation packages at large health systems. Employer career pages (example: Houston Methodist) list benefits alongside job postings

Quick checklist for FNPs evaluating an offer in Texas (facts to confirm)

When reviewing a job offer, confirm these verifiable items with the employer:

  • Base salary and pay frequency (hourly vs. salary).
  • Bonus structure (sign-on, productivity, retention): is it guaranteed or performance-based?
  • Schedule and expected patient volume/panel size (for primary care roles).
  • On-call, night, weekend differentials and how they’re compensated.
  • Benefits package (health, retirement, CME allowance, malpractice coverage).
  • Employment classification (W-2 employee vs. 1099/contractor).

These elements are typically included in job postings or offer letters and materially affect take-home pay and job value. Job boards and employer postings show these components for active roles in Texas.

Short example: How a Texas FNP total-pay scenario might look (fact-based illustration from reported ranges)

  • Base: $118,000 (
  • Sign-on bonus: $5,000
    1. Salary band: Ask where your offer falls relative to the employer’s posted range. (Many health systems publicly post ranges in job ads.)
    2. Bonuses: Clarify whether sign-on, retention, or productivity bonuses are guaranteed or conditional.
    3. Schedule: Confirm weekly patient load or shift expectations — directly impacts work-life balance and incentives.

      Productivity incentive / retention: up to $10,000 annuallyGeographic adjustments: Employers in Houston/Dallas often pay more; rural settings may balance lower base with stronger incentives.

      • Health, dental, vision insurance (standard at large systems).
      • Retirement contributions (often 401(k) or 403(b), with matches of 3–5%).
      • Continuing Medical Education (CME) stipend and paid leave (commonly $2,000–$4,000 annually plus 3–5 CME days).
      • Paid time off (PTO) (ranges from 20–30 days annually depending on tenure).
      • Malpractice insurance coverage (almost always employer-provided).
      • Loan repayment/forgiveness (especially in rural/underserved areas; often state or federal program-supported).
      • Relocation assistance and sign-on bonuses (reported in multiple Texas job postings).Benefit comparability: Some nonprofit academic centers offer richer retirement plans than private systems.

        Total potential compensation: In practice, many experienced FNPs in Texas report total pay that ranges from roughly $110k to $180k+ depending on specialty, location, and incentives

        Family Nurse Practitioner Salary Employers in Texas (Part 2)

        We’ve already covered the headline salary figures, employer types, and what shapes compensation for Family Nurse Practitioners (FNPs) in Texas. Now let’s go deeper. This section expands into employer-by-employer salary signals, geographic pay variation across Texas metros, and a benefits and job-offer checklist. The goal is to provide a clear, evidence-based resource grounded in verifiable salary data and employer information — not speculation.

        Employer-by-Employer Pay Signals for FNPs in Texas

        1. Houston Methodist

        • One of the state’s largest and most prestigious health systems.
        • Known for competitive NP pay relative to Texas averages.
        • Career postings list base salaries along with sign-on bonuses in some roles.
        • Benefits include health coverage, retirement match, CME support, and differential pay for off-hours.
        • Large system size = wide salary bands (primary care roles typically lower than specialty NP roles in cardiology, oncology, or inpatient).

        2. Memorial Hermann Health System

        • Another Houston-based powerhouse, with hospitals and clinics across Southeast Texas.
        • Reports from job postings suggest NP salaries above the Indeed Texas FNP average.
        • FNPs employed in hospitalist or acute-care teams may receive premium pay compared with outpatient clinic roles.
        • Strong benefits packages including CME, malpractice coverage, and tiered PTO.

        3. MD Anderson Cancer Center

        • Specialty employer focused on oncology.
        • Nurse Practitioners (including FNPs with oncology specialization) are compensated at the higher end of state ranges.
        • High-complexity patient care and specialty focus justify higher pay.
        • Employer offers research opportunities, which may add stipends for academic work.

        4. Baylor Scott & White Health

        • The largest not-for-profit healthcare system in Texas.
        • Extensive NP hiring across Dallas-Fort Worth, Central Texas, and rural clinics.
        • Salaries vary sharply between metro and rural postings.
        • Rural FNP positions sometimes offer loan repayment or additional stipends to offset lower base salaries.

        5. Texas Health Resources

        • North Texas-based network with many FNP roles in primary care and urgent care.
        • Offers mid-range salaries, often supplemented by signing bonuses.
        • Known for structured professional development programs for advanced practice providers.

        6. HCA Healthcare (Texas divisions)

        • Operates multiple hospitals and clinics across Texas.
        • Job postings indicate base salaries competitive with statewide averages plus signing incentives.
        • Pay can differ between urban hospitals and suburban community settings.
        • Large corporate structure = transparent pay bands but sometimes less negotiation flexibility.

        7. UT Health Systems (UTHealth Houston, UT Southwestern, regional campuses)

        • Academic health centers employing FNPs in teaching hospitals, specialty clinics, and research roles.
        • Pay varies, but academic centers often supplement salaries with research, teaching stipends, and CME allowances.
        • Benefits packages are extensive, with strong retirement options through state employment.

        8. Christus Health

        • Faith-based system with hospitals and clinics across Texas, especially in East and South Texas.
        • Salaries generally competitive but vary by region.
        • Rural locations may include incentives like relocation assistance or loan forgiveness.

        Key takeaway (fact): Texas’s largest hospital systems and academic centers (Houston Methodist, Memorial Hermann, MD Anderson, Baylor Scott & White, UT Health) are among the most common — and often highest-paying — FNP employers. Rural employers may pay less base salary but balance with incentives such as loan repayment, relocation bonuses, or flexible schedules.

        Geographic Pay Variation: Texas Metros vs. Rural

        FNP salaries in Texas are not uniform — location matters. Here are the most reliable observations from job postings and aggregated salary data:

        Houston Metro

        • Home to many top-paying employers (Houston Methodist, MD Anderson, Memorial Hermann).
        • Salaries: Frequently above the state average for FNPs.
        • Specialty and hospital-based FNPs in Houston often approach or exceed $140,000–$160,000 annually in total compensation.

        Dallas–Fort Worth Metroplex

        • Large concentration of hospitals (Baylor Scott & White, Texas Health Resources, UT Southwestern, HCA).
        • Salaries vary widely, from $115,000–$150,000+, depending on specialty and employer.
        • Higher cost of living in central Dallas aligns with slightly higher salary postings.

        Austin

        • Competitive but smaller job market than Houston or Dallas.
        • Employers include Ascension Seton, Baylor Scott & White, and numerous outpatient groups.
        • Average salaries: often slightly below Houston/Dallas, though still above the statewide Indeed average.

        San Antonio

        • Christus Health, University Health System, and Baptist Health are major employers.
        • Salaries: typically on par with statewide averages, with bonuses more common for urgent care and hospitalist roles.

        Rural Texas

        • Base salaries sometimes 10–20% lower than in large metros.
        • However, rural employers often offset with:
          • Loan repayment programs
          • Housing stipends or relocation bonuses
          • Lower patient loads or more flexible schedules
        • Rural positions are frequently posted through Baylor Scott & White and Christus Health networks.