High turnover intention in public sector organizations, such as Nairobi County Government in Kenya, undermines operational efficiency and service delivery. This study assesses the moderating effect of human resource (HR) audits on the relationship between salary structure and turnover intention among 350 staff members. Anchored in equity theory and conservation of resources theory, data were gathered via self-administered questionnaires and analyzed using moderated regression. Findings reveal a positive direct effect of salary structure on turnover intention (? = .336, p < .05). HR audits significantly moderate this relationship (? = 0.3295, t = 6.2664, p < 0.0001, ?R² = 0.0445), indicating that robust audits mitigate turnover risks by enhancing perceived fairness and transparency in compensation. This moderation underscores the value of systematic HR evaluations in public administration. Policy recommendations include regular HR audits to align salary structures with retention goals. Limitations and avenues for future research are outlined.
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