The present study was conducted with the aim of modeling strategic human resource management based on digital transformation in the Foundation of the Oppressed of the Islamic Revolution. The main research problem was the absence of an integrated model for aligning digital technologies with strategic human resource management processes in public institutions of the country. This study was developmental–applied in nature and employed a sequential exploratory mixed-methods design. In the qualitative phase, data were collected through semi-structured interviews with 12 academic and executive experts and analyzed using thematic analysis. The findings identified six key dimensions of digital strategic human resource management, including digital leadership, technical infrastructure, managerial infrastructure, employees’ digital competencies, organizational agility, and digital culture. In the quantitative phase, the relationships among these dimensions were analyzed using the Interpretive Structural Modeling (ISM) method. The results indicated that digital leadership, technical infrastructure, and managerial infrastructure act as driving forces and form the foundation for the development of other components. Subsequently, these dimensions, through strengthening digital competencies and organizational agility, lead to the establishment of an integrated system for digital recruitment, development, retention, and utilization of human resources. Implementing this system enhances productivity, innovation, and both financial and non-financial performance of public organizations. The main outcome of the study is the presentation of a localized and practical model for implementing digital strategic human resource management tailored to Iran’s institutional structure, which can serve as a guideline for policymaking and implementing digital transformation in public institutions.