<![CDATA[Changes in governance and increasing demands for professionalism require Islamic boarding schools (pesantren) to develop their human resources while preserving their institutional values and identity. This study aims to analyze the human resource change management process to optimize organizational performance at Pesantren Trubus Iman, Paser Regency; identify factors supporting and constraining the change process; and formulate a conceptual pattern based on empirical findings. The study employed a qualitative case study design. Data were collected through semi-structured interviews, observations, and document analysis involving purposively selected informants until data saturation was reached. Data trustworthiness was strengthened through triangulation and member checking, while analysis followed the interactive model of Miles, Huberman, and Saldaña. The findings reveal that human resource change occurs through participatory planning based on needs analysis and competency mapping, competency development through training, mentoring, and supervision, and continuous evaluation and improvement. These processes foster adaptation in work practices, strengthen coordination, and gradually support the optimization of organizational performance. Change communication and leadership role modeling reinforce the process, while pesantren values ensure that organizational renewal remains aligned with institutional identity. The synthesis of the findings generates an integrative pattern demonstrating that organizational performance optimization in pesantren emerges from the interconnection of planning, competency development, work-practice adaptation, and continuous evaluation. These findings provide an empirical framework for adaptive and context-sensitive human resource change management in pesantren organizations.]]>
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