Across the nation, workforce dynamics continue to shift and organizations across the Charleston region are navigating new expectations, from competitive pay to flexible work environments and evolving benefits. Understanding how your organization compares isn’t just helpful, it’s essential.
“As our region continues to compete nationally for top talent, it’s now even more important to understand what local employers are offering and how our region compares to our competitors,” says Celeste Granger, Vice President of Programs and Initiatives at the Charleston Metro Chamber.
Because of this critical need, every two years the Chamber conducts a regional Compensation and Benefits Practices Survey in partnership with the Charleston Regional Development Alliance, the Berkeley Chamber of Commerce and Summerville/Dorchester County Chamber of Commerce. The resulting report provides Charleston Metro employers with relevant, localized benchmarking data, informing talent strategies, guiding total rewards decisions and supporting regional competitiveness.
With the 2025 survey launching next week, we’re taking time to revisit what we learned from the 2023 study and consider how your organization’s participation can help shape a clearer picture of where we’re headed.
“This report equips business leaders with the actionable insights they need to shape competitive compensation and benefits strategies, but its value depends entirely on participation. The more voices we have across industries, company sizes and sectors, the clearer the picture we can paint of our regional workforce landscape.”
– Celeste Granger, SVP of Programs & Initiatives
A Changing Landscape Since 2023
The 2023 report offered a snapshot of employer practices across sectors, company sizes and geographies within the tri-county region. Nearly 25,000 workers were represented across 78 participating organizations. As we compare those findings with today’s market, several key themes stand out:
Compensation is Increasing, But So Are Talent Expectations
Employers reported average annual raises of 4–5% for both hourly and salaried employees, up from the previous study and aligned with national trends. Still, “wage expectations” emerged as a top challenge for HR leaders across industries, suggesting that compensation alone may not be enough to retain talent.
Flexibility Has Moved from Trend to Table Stakes
Remote work and hybrid models, once considered pandemic-era accommodations, have become permanent features for many. In 2023, 64% of non-manufacturing firms offered hybrid options and 82% supported flexible schedules for at least some staff. Among manufacturers, flexibility is also growing, with 46% offering adjustable schedules.
Benefits Offerings Are Wide-Ranging and Strategic
Most employers continue to offer core benefits like health insurance and 401(k) plans, but the details vary widely. For example, while 89% of firms offered a 401(k), only 27% reported immediate vesting. Medical premiums for employees were typically 75–78% employer-funded, but dependent coverage was notably lower, averaging just 59–63%. In a market where benefits play a growing role in total compensation, these distinctions matter.
Workforce Pressures Extend Beyond Pay
Recruitment and retention remain top challenges. “Lack of applicants” was the most cited issue in both manufacturing and non-manufacturing sectors. Retention and skills gaps also ranked high, indicating that while pay and benefits are critical, they’re not the whole equation.
The Importance of Regional Benchmarking
National data is helpful, but it doesn’t always reflect the nuances of our region’s labor market. That’s where this report adds unique value. By capturing detailed, local employer practices, the study allows HR professionals and business leaders to:
- Benchmark against similar organizations in the Charleston region
- Identify opportunities to improve recruitment and retention
- Inform internal compensation strategy with data that reflects current local conditions
- Strengthen organizational competitiveness in a fast-changing market
“This report equips business leaders with the actionable insights they need to shape competitive compensation and benefits strategies,” Granger explains. “But its value depends entirely on participation. The more voices we have across industries, company sizes and sectors, the clearer the picture we can paint of our regional workforce landscape.”
Participation Is Critical
The 2025 Compensation and Benefits Practices Survey will open next week. Participation is open to employers of all sizes and sectors within Berkeley, Charleston and Dorchester counties.
We encourage HR directors, executives and other leaders to take a few minutes to review your internal data and contribute to this collective effort. Your input will help create a more useful, more representative resource, not just for your organization, but for the region as a whole. “The input of our region’s businesses doesn’t just inform your strategy, it strengthens the entire region’s position,” says Granger.
What to Expect Next
Next week’s Chamber Weekly will include a direct link to the survey, along with full participation details. A follow-up email will also be sent to HR professionals and talent leaders across our membership and the survey will be shared via the Chamber’s LinkedIn.
In the meantime, we invite you to explore the 2023 Compensation and Benefits Practice Report and begin thinking about how your organization’s data can contribute to this important regional benchmark.
Together, we can build a clearer, stronger and more competitive workforce landscape.
