Abstarct: The present study was conducted with the aim of designing and testing a structural model explaining the effect of green human resource management on green innovation, with corporate environmental strategy and perceived green work climate serving as mediating variables and artificial intelligence acting 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 Bank Mellat and Bank Tejarat branches in western Tehran, estimated at approximately 1,200 individuals. baxsed on Morgan’s table, the required sample size was determined to be 291 respondents. Data were collected through a standardized questionnaire using a five-point Likert scale. The measurement instrument included validated items for green human resource management, green innovation, corporate environmental strategy, perceived green work climate, and artificial intelligence, adapted from prior studies. The overall reliability of the questionnaire was confirmed with a Cronbach’s alpha coefficient of 0.929. In addition, construct reliability and validity were assessed through factor loadings, Cronbach’s alpha, composite reliability, average variance extracted, and discriminant validity criteria. The collected data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS. The findings revealed that green human resource management has a positive and significant effect on green innovation. Moreover, green human resource management significantly influenced both corporate environmental strategy and perceived green work climate. The results also indicated that corporate environmental strategy and perceived green work climate have significant positive effects on green innovation. Furthermore, the mediating roles of corporate environmental strategy and perceived green work climate in the relationship between green human resource management and green innovation were confirmed. In addition, the moderating effect of artificial intelligence on the relationship between green human resource management and green innovation was supported, indicating that the use of artificial intelligence strengthens the positive impact of green human resource management on green innovation. Overall, the results suggest that developing green human resource management practices, along with establishing environmental strategies, fostering a green work climate, and leveraging artificial intelligence capabilities, can enhance green innovation in the banking sector. Shahrood University of Technology Faculty of Industrial Engineering and Management M.Sc. Thesis in Master Of Business Administration