Abstarct: The present study aimed to examine the effect of Green Human Resource Management on Green Performance with the mediating role of Green Innovation and the moderating role of Green Knowledge Sharing. In terms of purpose, this research is applied, and in terms of method, it is a descxriptive-survey study with a correlational approach. The statistical population consisted of employees of Khuzestan Steel Company working in departments related to human resources, production, environment, maintenance, research and development, and process improvement, estimated at approximately 4,600 employees. Using Cochran’s formula, a sample size of 354 respondents was determined, and stratified random sampling was employed. Data were collected through a 16-item questionnaire covering four constructs: Green Human Resource Management, Green Innovation, Green Knowledge Sharing, and Green Performance. The validity of the instrument was assessed through face validity, content validity, and confirmatory factor analysis, while its reliability was confirmed using Cronbach’s alpha and composite reliability. The overall Cronbach’s alpha coefficient of the questionnaire was 0.878. The collected data were analyzed using SPSS and SmartPLS through structural equation modeling. The findings indicated that Green Human Resource Management has a positive and significant effect on Green Performance. Furthermore, Green Human Resource Management had a positive and significant effect on Green Innovation, and Green Innovation also had a positive and significant effect on Green Performance. The results of the indirect effect showed that Green Innovation partially mediates the relationship between Green Human Resource Management and Green Performance, with 37.1% of the total effect of Green Human Resource Management on Green Performance being transmitted through Green Innovation. In addition, the moderating effect of Green Knowledge Sharing on the relationship between Green Human Resource Management and Green Innovation was confirmed. This means that at higher levels of Green Knowledge Sharing, the effect of Green Human Resource Management on Green Innovation becomes stronger. baxsed on the results, it can be concluded that implementing Green Human Resource Management practices, strengthening Green Innovation, and developing Green Knowledge Sharing mechanisms can play an important role in improving the Green Performance of Khuzestan Steel Company.