The present study helps to understand how AI information shapes the digital human resource management (HRM) of organizations by specifically exploring the mediating role of organizational sustainability. This study aims to explain how the AI-enabled practices determine the effectiveness of digital HRM with the mediating role of organizational sustainability by utilizing relevant HRM and organizational sustainability theories. Using data gathered from the field, structured questionnaires were administered to HR professionals and level 2 managers across organizations in several industries. The constructs regarding AI adoption, digital HRM effectiveness, and organizational sustainability were assessed through the Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings revealed that AI is a crucial factor to improve digital HRM practices which ultimately leads to the organizational sustainability in form of mediating as vital variable it enhances the relationship. This study adds to our knowledge of the convergence of AI and HRM and opens the avenue for exploring the sustainability concerns of AI HRM by academics. This study enhances literature by providing novel evidence establishing the mediating role of organizational sustainability in relationship between AI adoption and digital HRM metrics hence building a connection between AI adoption and sustainable HRM metrics. It prepares organizations to benefit from the AI revolution, driving sustainable results.