| Summary: | There is a healthy competitive environment among banking organizations, and the main resource that is accelerated by the competition is banks' human resources (HR). Banking organizations' HR play an important role with regard to increasing the number of customers. As well, their understanding of the e-banking system attracts numerous customers using e-banking services in the banking sector. Of course, in this case, HR professionals in banks are considered vital individuals in terms of finding the right person at the right place and at the right time. Moreover, HR professionals' capabilities to use their strategic roles, that is to say, strategic partner and change agent roles have a significant aspect in the development of the e-banking system in the banking sector of Uzbekistan. The art of applying HR professionals' strategic knowledge in banks is one of the main requirements of the Human Resources Management (HRM) field in this 21stcentury; that is, HR professionals in banks must be able to align HR strategies with the strategies of the banks. The problem experienced by the banking sector of Uzbekistan is that HR are limited to operational roles and are lagging in the execution of strategic roles. The design of this research is cross-sectional, and a quantitative approach has been selected to achieve the aim. The research data is sourced from both primary and secondary sources; several statistical methods have been used to analyze the gathered data. The survey method was preferred for this study; the designed questionnaire was delivered to numerous bank personnel via social media. A total of 147 professionals from different banks in Uzbekistan participated in this research. This study applies to studying the attitude of HR professionals towards the performance of strategic human resources, strategic partner, and change agent roles in Uzbekistan's banking sector using Ulrich's Four HRM Roles Model.The main output of this research is the inability of HR professionals in the banking sector in Uzbekistan to align with HR strategies and banks' strategies in order to introduce and improve e-banking system services using employees who have high quality of potential. © 2021 ACM.
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