The Auburn-Opelika, AL Metropolitan Statistical Area is tracked by BLS Occupational Employment and Wage Statistics across 260 occupations in the May 2025 release — each representing a distinct SOC code where local employment is large enough to report without triggering confidentiality suppression. Averaging the top-ranked occupation medians gives roughly $119,398 per year, a rough midpoint that helps you compare this metro to peer cities and the national picture. The BEA Regional Price Parity index for Auburn-Opelika, AL sits at 87.9, meaning the local price level is 12% below the national average for rent, groceries, services, and transportation combined.

At the top of the Auburn-Opelika, AL ranking, Physicians, All Other pays a median of $293,630 across 180 local workers. Second-ranked is Architectural and Engineering Managers at $144,800, followed by Pharmacists at $133,180. At the bottom of the reported-occupation range, Fast Food and Counter Workers pays $24,600. This spread between top-specialist and entry-service pay is characteristic of U.S. metro labor markets, though the specific ratio varies by metro economic base. Critically, nominal pay in Auburn-Opelika, AL converts to $135,783 of purchasing power in a national-average-cost city — the paycheck you take home here buys more than the same nominal amount would in high-cost metros.

Metro medians reflect where the job is located, not where you live — relevant if you plan to commute across MSA boundaries. BLS defines metro areas using OMB's MSA delineations, so Auburn-Opelika, AL spans the central city plus economically integrated surrounding counties. When using this page, drill into individual occupation rows to see percentile spread (the top 10% often earns 2× or more than the median) and compare against the occupation's national profile to see whether Auburn-Opelika, AL pays a premium or discount for that specific role. Remember that OEWS wages capture base pay only — health benefits, retirement contributions, bonuses, overtime, and equity compensation can add 20-40% to real total compensation, and that gap often skews larger in high-cost metros where employers load non-wage benefits to remain competitive.