This study examines the effects of work-life balance, job satisfaction, and compensation and benefits on turnover intention among employees in the pharmaceutical sector. A quantitative approach was employed using a structured questionnaire administered to 288 employees of a pharmaceutical company in Negeri Sembilan. Data were analyzed through multiple regression, correlation, reliability analysis, and descriptive statistics. The regression model was statistically significant (F = 142.260, p < 0.001), demonstrating a strong effect (R = 0.775) and explaining 60.0% of the variance in turnover intention (R² = 0.600). Among the predictors, compensation and benefits had the strongest effect (β = 0.411, p = 0.029), followed by job satisfaction (β = 0.236, p = 0.064) and work-life balance (β = 0.204, p = 0.003). These findings reinforce the importance of competitive compensation, employee well-being, and job satisfaction in reducing the likelihood of employee exit. The study offers theoretical and practical insights for HR professionals, suggesting that integrated human resource strategies focused on these key areas can effectively mitigate turnover and foster employee retention. Limitations and directions for future research are also discussed.