Abstarct: The present study was conducted with the aim of designing and testing a structural model of the effect of green intellectual capital on firm performance, with green human resource management and green innovation serving as mediating variables and green knowledge sharing as a moderating variable. In terms of purpose, this research is applied, and regarding methodology, it is a descxriptive-survey study of a correlational nature. The statistical population consisted of employees working in production, quality control and quality assurance, human resources, research and development, HSE, and maintenance units in Mihan and Pegah Khorasan manufacturing companies. baxsed on the population size, 269 respondents were selected as the statistical sample using proportional cluster-stratified sampling. Data were collected through a standardized questionnaire baxsed on a five-point Likert scale. The questionnaire included 43 items measuring green intellectual capital, green human resource management, green innovation, green knowledge sharing, and firm performance. The validity of the measurement instrument was confirmed through Confirmatory Factor Analysis and convergent and discriminant validity indices. Its reliability was also verified using Cronbach’s alpha and composite reliability coefficients, all of which exceeded the acceptable threshold of 0.70. The collected data were analyzed using SPSS and SmartPLS through Structural Equation Modeling. The findings revealed that green intellectual capital had a significant positive effect on firm performance. Green intellectual capital also had a significant positive effect on green human resource management. In addition, green human resource management significantly and positively influenced both firm performance and green innovation. The results further indicated that green innovation had a significant positive effect on firm performance. Regarding the mediating effects, green human resource management partially mediated the relationship between green intellectual capital and firm performance. Moreover, green innovation partially mediated the relationship between green human resource management and firm performance. Finally, the moderating role of green knowledge sharing in the relationship between green innovation and firm performance was confirmed. This means that at higher levels of green knowledge sharing, the positive effect of green innovation on firm performance becomes stronger. Therefore, it can be concluded that green intellectual and knowledge-baxsed resources can enhance firm performance more effectively when supported by green human resource management systems, green innovation, and a culture of green knowledge sharing.