Purpose: This study analyzes the influence of leadership, remuneration, and competence on employee turnover intention in the BPR Sejahtera Batam, with organizational culture as an intervening variable. In the last five years, turnover intention in BPR Sejahtera Batam has increased significantly, reaching 21.05% by 2023. Research Methodology: In this study, an inductive approach was used, based on a theory development approach. Based on the time of implementation, researchers obtain data by cross section. Driving Forces for the zakat industry are identified based on the results of the PESTEL and Porter Five Forces analysis obtained from the interview process to the interviewees identified 29 driving forces for the Zakat Industry. Results: Using primary data from 111 employees, this study found that leadership and competence did not have a significant effect on turnover intention either directly or through organizational culture. By contrast, remuneration was shown to have a significant effect, highlighting the importance of compensation in employees' decisions to stay or leave the company. Organizational culture was also not a significant mediator between remuneration and turnover intentions. Recommendation: The proposed recommendation focuses on improving the quality of remuneration and other aspects that have a more direct effect on employee satisfaction and welfare to reduce turnover intention. Keywords: Leadership; Remuneration; Competence; Turnover Intention; Organizational Culture