With smart cities transforming the landscape of urban governance, infrastructure, and citizen engagement, Human Resource Management (HRM) must move away from the organizational efficiency paradigm and embrace human-centered, inclusive, and sustainable workforce ecosystems. The chapter considers digital HRM which includes tools such as AI-enabled recruitment, predictive analytics, and decentralized systems—as a means to be a strategic enabler in tech-enabled urban settings. It is seen that Digital HRM not just as isolated support function of other HR practices but at the core of workforce transformation in smart cities, specifically in terms of bridging digital skills gaps, including gig workforce members, and ethical technology governance. The study considers Digital HRM through the lenses of RBV, TAM, and Institutional Theory, synthesizing interdisciplinary literature on workforce challenges associated with technology-enabled contexts, particularly displaced employment, mental well-being, and equity. Moreover, it includes real-world examples from global smart cities (i.e., Singapore, Amsterdam, Dubai) as well as technology firms (i.e., Google, Microsoft, IBM) to illustrate how strategic Digital HRM practices can provide insight into the unique emphasis on adaptive, ethical, and innovative urban labor systems. Finally, the study proposes a Digital HRM outline highlighting people within Digital HRM paradigm that aligns with the goals of innovation, growth and sustainable urban environments while progressing the overarching purpose of comprehensive smart city ecosystems.