The present study aimed to examine change management in banks with an emphasis on innovative human resource models in the branches of Bank Mellat in Ardabil, Iran. In terms of purpose, this research is applied, and in terms of methodology, it is descriptive–correlational, conducted through a survey approach. The statistical population included 685 employees of the branches of Bank Mellat located in Ardabil. Using a stratified random sampling method, a sample size of 248 was determined, of which 220 valid questionnaires were ultimately collected. The data collection instrument was a researcher-developed questionnaire whose content validity was confirmed by experts, and its reliability, measured by Cronbach’s alpha, was at an acceptable level. Data were analyzed using structural equation modeling with SPSS and AMOS software. The findings indicated that the dimensions of change management, including leadership, readiness, and overcoming resistance, have a positive and significant effect on the dimensions of innovative human resource models, including recruitment, training, and retention of employees. These results suggest that improving each component of change management can directly enhance the quality and effectiveness of innovative human resource activities, thereby strengthening the bank’s capacity to attract, develop, and retain creative and innovative personnel. Consequently, coordinated planning for the simultaneous development of change management and innovation in human resource management is proposed as a key factor in ensuring the sustainability and competitiveness of banks