The research seeks to understand how work-life balance affects intense linkage between talent management strategies and employee performance in public enterprises in Abuja. It consists of the population, although it was 627 in number when the research was undertaken, but 239 agreed to be the respondents of the research. The stratified sampling technique was the sampling method used. The major point that data should be analyzed with was to help find out the first aim of the research. Descriptive analysis and multiple regression were employed in analyzing the research. After extracting 192 sets of questionnaires, they were analyzed, and 47 questions were left unreturned. Statistical Package for Social Science (SPSS) version 26 was used for the analysis, which included descriptive statistics, Pearson correlation, multiple linear regression, and moderated regression analysis. The result showed that all four talent management practices had a positive impact to performance. Training (β = 0.414) and reception (β = 0.363) had the highest strength. Succession planning and the performance were also positive contributors with less effect compared to the first two. This indicates that work-life balance positively moderates the relationship between training and employee performance and between succession planning and performance; however, in both cases, the moderation gets a negative sign, which clues in that poor work-life balance may cut down the effectiveness of these individual talent strategies. The moderating effects of WLB onrecruitmentandperformancemanagement were found with no significant outcomes. The study endorses that for the public sector of Nigeria, well-articulated and implemented talent practices will facilitate enhanced performance among the employees, while efforts towards achieving WLB by both the employees and the organizations themselves in the form of their benefits are ascribed.