The present study aims to level the factors of the sustainable human resource development model using an interpretive structural modeling (ISM) approach. The research method is applied–developmental in terms of purpose and mixed-method (qualitative–quantitative) in execution, utilizing the interpretive–structural approach and MICMAC analysis. The statistical population includes 20 experts and specialists in the fields of human resource management, sustainable development, futures studies, and digital transformation, selected through purposive and judgmental sampling. Research data were collected through a systematic literature review, interviews with HR and sustainable development experts, and pairwise comparison questionnaires. MICMAC and ISM software were employed for data analysis. The findings indicated that six major components—namely, sustainable HR governance and strategy, sustainable human capital and empowerment, green and responsible human resource management, sustainable digital transformation and artificial intelligence, workforce health and well-being, and futures orientation, organizational learning, and innovation—form the core framework of sustainable human resource development. The results revealed that the components of governance, digital transformation, and futures orientation act as drivers, while human capital and well-being serve as dependent variables representing the ultimate outcomes. Additionally, green human resource management functions as a linkage factor, mediating between independent and dependent components. The findings highlight the importance of integrating futures studies approaches and a sustainability perspective in human resource management, offering practical strategies for organizations to enhance the sustainability, innovation, and resilience of their human resources.