Workforce turnover continues to pose significant challenges to organizational productivity, workforce stability, and talent management across the United States. This review examines turnover trends, key determinants, and data-driven retention strategies between 2010 and 2025 using a systematic review and secondary data synthesis approach. Evidence was drawn from major labor market datasets, including the Job Openings and Labor Turnover Survey (JOLTS), Current Population Survey (CPS), American Community Survey (ACS), Occupational Information Network (O*NET), and National Compensation Survey (NCS), alongside relevant workforce analytics literature. Guided by Human Capital Theory and Social Exchange Theory, the study finds that turnover increased during the post-Great Recession recovery period, peaked during the Great Resignation of 2021–2022, and remained above many pre-pandemic levels despite recent moderation. Turnover rates were highest in leisure and hospitality, retail trade, and healthcare industries. Key determinants included age, education, compensation, tenure, benefits, and workplace flexibility. The review further highlights the effectiveness of competitive compensation, career development opportunities, employee well-being programs, and predictive workforce analytics in reducing turnover. The findings emphasize the need for integrated, evidence-based retention strategies to enhance workforce stability and organizational performance in an evolving labor market.Workforce turnover continues to pose significant challenges to organizational productivity, workforce stability, and talent management across the United States.