This study investigates the direct and indirect effects of burnout and reward on turnover intention with job satisfaction examined as a potential mediating variable. Conducted within PT Paku Bumi Laboratorium – a mineral testing facility undergoing digital transformation – the research addresses employee retention challenges in high-pressure technical environments. A quantitative approach was employed, using structural questionaries distributed to all 108 permanent employees. Data were analyzed using Structural Equation Modeling (SEM). The results reveal that burnout is the strongest predictor of turnover intention, significantly reducing job satisfaction and increasing the likelihood of employee exit. Reward system exert a direct negative effect on turnover intention, independent of job satisfaction, challenging conventional organizational behavior models. Additionally, employee experience moderated the impact of burnout, with less experienced staff showing higher turnover intention under stress. To address these findings, the study highlights the strategic role of digital HR tools, including AI-based analytics for early burnout detection and VR-based wellness programs for stress management. These technologies offer scalable solutions to enhance workforce resilience and retention. The research contributes to human resource management theory by emphasizing direct motivational and stress-related mechanisms over traditional attitudinal mediators and provides actionable insights for retention strategies in digitally evolving technical sectors. © 2025 IEEE.