Abstarct: This study aimed to investigate the impact of sustainable human resource management practices on logistics agility, considering the mediating role of artificial intelligence in SnapExpress and DigiExpress companies. This research is applied in terms of purpose and descxriptive-survey in terms of method, falling under the correlational branch. The statistical population of the study consisted of all employees of the two mentioned companies, approximately 5,000 individuals, from which a sample of 357 people was selected baxsed on Morgan's table using cluster random sampling. Data were collected using a standard questionnaire, and its validity and reliability were confirmed. Structural equation modeling with the partial least squares approach was used to test the hypotheses. The research findings indicated that all research hypotheses were confirmed. Specifically, the positive and significant impact of the components of recruitment and selection, reward management, training and development, performance appraisal, and teamwork on logistics agility was confirmed. Furthermore, sustainable human resource management practices had a positive and significant impact on both logistics agility and artificial intelligence. The impact of artificial intelligence on logistics agility was also positive and significant, and finally, the mediating role of artificial intelligence in the relationship between sustainable human resource management practices and logistics agility was confirmed. These results indicate that organizations active in the e-commerce logistics sector cannot solely rely on artificial intelligence technology to achieve operational agility; rather, this technology is most effective when built upon a foundation of sustainable human resource practices, including targeted recruitment, fair compensation, continuous training, transparent evaluation, and teamwork. The findings of this research are consistent and aligned with the theoretical literature in the field that emphasizes the synergy between human capital and technology, as well as with the results of previous studies that have examined the role of digital technologies in shaping human resource strategies.