This study aims to discover how multi-layered human resource management methods affect the retention of public sector staff, giving priority to those working in the civil service of Kano State, Nigeria. The subject is built around serious problems of high turnover rates in public organizations, as they negatively impact how the organizations work and serve the public. This research specifically examines how four important variables can cause differences. Employees retain their jobs due to the leadership’s support, opportunities for advancement, valued recognition, and maintaining a good work-life balance. The study takes a conceptual approach from the main writings found in human resource management and organizational behavior. Through analyzing relevant research, it was shown that employee trust and commitment are more likely when leaders support their team, helping to keep staff members employed. Furthermore, having career development programs helps employees feel appreciated and encourages their professional growth at work. Giving credit to staff builds loyalty, and taking care of their work-life balance cuts down on people wanting to leave the company. All four variables, according to the research, help to retain employees within public sector organizations. Leadership backing was detected to play the biggest role, followed by giving staff development and recognition. While work-life balance is important, it was found to have less effect on people’s lives. This study adds to earlier results proving that supportive workplace practices lead to improved employee dedication and less worker turnover. The report proposes that all levels of government in Kano enhance management development, give more importance to staff training, honor outstanding performers, and encourage workers to invest time in their lives away from work. These practices are projected to help with employee retention and will lead to public organizations being both more effective and stable.