The purpose of this research is to design and validate an optimal model of strategic human resource planning in the Education Organization of West Azerbaijan. The research is applied in terms of purpose and exploratory mixed-methods (qualitative-quantitative) in terms of data collection. In the qualitative phase, to design the optimal model of strategic human resource planning in education, the systematic grounded theory method by Strauss and Corbin (2008) was used. The statistical population consisted of managers and officials involved in implementing human resource planning in the Education Organization of West Azerbaijan. Based on the principle of data saturation, 15 individuals were selected using purposive sampling. Semi-structured interviews were used to collect data. To ensure the reliability of the data collection tools, Lincoln and Guba's (1985) criteria for trustworthiness were applied. The data were analyzed through three stages of open, axial, and selective coding. In total, 106 open codes were identified and reduced to 51 main codes and 12 axial codes. The findings showed that causal conditions, including "information-driven leadership," contextual conditions, such as "effective human resources," and intervening conditions, like "reward systems and communication," had a significant impact on the selection of strategies. The identified strategies, under the title of "multiple empowerment," resulted in outcomes such as "a thriving organization." Based on this, the optimal model of strategic human resource planning in the Education Organization of West Azerbaijan was designed. In the quantitative phase, a 17-item questionnaire was developed to validate the model and distributed among 15 experts and university professors using the Content Validity Ratio (CVR). The results showed that all items had the necessary validity with CVR values higher than 0.49. Based on the findings, recommendations for improving strategic human resource planning in education include strengthening strategic leadership, developing staff competencies, establishing a fair reward system, and creating a specialized human resource development unit.