Objective: Digital transformation in human resource management is one of the basic requirements of contemporary higher education systems that can improve the efficiency, transparency, and quality of university decision-making. Iraqi higher education also needs to identify the requirements and consequences of establishing a digital human resources strategy appropriate to local conditions in its development. The aim of the present study is to identify the antecedents and consequences of a digital human resources strategy in the field of Iraqi higher education.

Method: The research is qualitative and exploratory in nature and was conducted using the content analysis method based on the Brown and Clark model. The statistical population includes academic experts specializing in the field of human resources strategy and digital technology with more than 10 years of work experience in Iraqi universities. The statistical sample includes 17 of these experts, which was carried out using the snowball sampling method and the sample size was determined based on theoretical adequacy. Data collection was carried out through semi-structured interviews.

Findings: Four main antecedents were identified, including infrastructural and technological readiness, organizational and managerial readiness, human capital capability, and institutional requirements. Four main implications were also extracted, including agility of the HR system, data-driven decision-making, improving the digital experience of employees, and increasing transparency and organizational justice.

Results: The findings show that a digital human resources strategy, if aligned with the principles of organizational intelligence, can, along with a systemic view of technology, management, and human capital, lead to the success of digital human resources in Iraqi higher education.