Based on the conservation of resources (COR) theory and taking employees in logistics enterprises as the research sample, this paper explores the mechanism and boundary of the impact of digital and intelligent human resource management on employees’ innovative behavior from the perspective of work autonomy. Data from 344 questionnaires from logistics enterprises show that digital and intelligent human resource management is positively correlated with employees’ innovative behavior; work autonomy plays a partial mediating role; perceived innovation climate positively moderates the impact of digital and intelligent human resource management on employees’ innovative behavior through work autonomy. The higher the level of perceived innovation climate, the stronger the impact of digital and intelligent human resource management on employees’ innovative behavior through work autonomy. The research findings provide theoretical directions and practical guidance for enterprises to effectively implement digital and intelligent human resource management.