Increasing pressures from new political, economic and environmental trends have forced organizations to implement sustainable human resource management. Excessive focus on short-term utilization of efficient and effective human and social resources will not guarantee the long-term survival of resources and the organization. Capabilities and characteristics of the sustainability paradigm of human resource management as a new paradigm of human resource management and adaptation to new social and organizational theories on the one hand and the lack of human resource management studies in the paradigm of sustainability and the lack of a comprehensive model of Sustainable management of human resources in the cultural, social, economic, legal environment of the country on the other hand, the need for a comprehensive research on the development and identification of dimensions, components, variables, indicators as well as drivers and effective implementation Creates sustainable human resource management in local conditions. In this research, using the approach of multi-method studies of content analysis and Thematic analysis, the model of sustainable human resource management has been extracted. Human resources, stakeholder management, sustainable work system, health and safety management, sustainable motivation system have been identified which are classified into three main themes: attracting and identifying sustainable resources, creating sustainable resources and maintaining sustainable human resources. The categories of drivers and consequences of sustainable human resource management have been analyzed at four levels: individual, group, organizational and extra-organizational, as well as the leveling of consequences from a social, economic and environmental perspective.