The Digital Ecosystem of Human Resource Management 5.0: A New Paradigm of Human-Centered Development

Global uncertainty and digital disruption necessitate human resource management transformation toward human-centric approaches. HRM 5.0 emerges as a strategic paradigm integrating technological advancements with inclusivity, sustainability, and employee wellbeing. Research establishes theoretical foundations for HRM 5.0 and analyzes digital HR ecosystem structure as operational implementation model. The study explores opportunities and barriers for HRM 5.0 deployment within Ukraine's post-crisis context. Qualitative theory-building design employs critical literature review methodology based on analysis of key sources from 2020-2025, addressing core questions regarding HRM evolution, ecosystem structure, technologies, human-centric impact, and implementation challenges. Methodological approach combines narrative synthesis, thematic coding, and comparative analysis. HRM 5.0 represents multidimensional socio-technical transformation beyond technological enhancement. Digital HR ecosystems function as integrated, socially responsible infrastructure supporting human-centered strategy. Research synthesizes global literature with regional perspectives through thematic mapping. Literature classification follows five research tasks with coding encompassing AI applications, ethical HRM, digital wellbeing, and ESG integration. Global insights undergo comparative analysis with regional findings to identify convergence points and gaps. HRM model evolution was systematized, distinguishing HRM 5.0 as post-digital paradigm. Digital HR ecosystem essence, components, and functions were defined through six-level functional architecture. Classification matrix for digital HR technologies was developed based on functionality and interaction modality. Support for sustainability, inclusivity, and wellbeing through specialized digital practices was analyzed. Implementation barriers and strategic opportunities for HRM 5.0 in Ukrainian context were identified. Dual-level implementation matrix was proposed for assessing organizational readiness and external factors. Theoretical significance lies in creating conceptual foundation for understanding HRM 5.0 as integrative socio-technical system. Practical value provides structured tools for organizations aligning digital transformation with human-centered strategies. Scientific novelty encompasses original typology of digital HR tools, ecosystem functions, and implementation challenges considering post-crisis contexts. Future research should focus on empirical validation of conceptual frameworks of digital HR ecosystems. Article type - theoretical.