Abstarct: The present study was conducted with the aim of investigating the effect of digital culture and organizational strategy on sustainable organizational performance with the mediating role of human resource management enhanced by artificial intelligence in the headquarters of two banks, namely Keshavarzi and Refah Kargaran, in Tehran. The research method was descxriptive-correlational, specifically structural equation modeling. The statistical population consisted of 900 experts, managers, and specialists in human resources at the headquarters of the two aforementioned banks, from which a sample size of 269 individuals was determined baxsed on the Krejcie and Morgan table and selected through cluster sampling. To compensate for incomplete questionnaires, 25% more than the minimum sample were distributed. The data collection tool was standardized questionnaires with confirmed reliability and validity. The findings indicated that all seven proposed hypotheses were confirmed at a 95% confidence level. Accordingly, both digital culture and organizational strategy had direct and positive effects on intelligent human resource management as well as on sustainable performance. Furthermore, human resource management enhanced by artificial intelligence, as a mediating variable, played a full and positive role in transmitting the effects of culture and strategy to sustainable performance. In the discussion and interpretation of the results, a clear answer was provided to the main research question, revealing that the key to sustainable success in the studied banks is not merely having technology or formulating a strategy, but rather establishing a dynamic coordination among an accepting organizational culture, clear strategies, and intelligent human resource processes. This finding is significant because it demonstrates that mere investment in artificial intelligence, without cultural change and alignment with strategy, will not yield the desired outcome. Moreover, these results are consistent and compatible with the findings of previous researchers who have emphasized the mediating role of modern human resource management systems in the relationship between macro-organizational variables and performance outcomes.