The study investigates the relationship of green HR practices with green organizational performance. This paper further analyzes the impact of different dimensions: green performance management, green HR data and analytics, green recruitment and selection, green compensation and evaluation, green succession planning, green training and development, and green HR information systems on green HR practices. This paper examines the mediation of green HR purchasing and environment and eco-design and internal management between green HR practices and organizational performance. The researchers used structured and modified questionnaires and collected 465 responses from the pharmaceutical sector of Asian economies such as China, India, Pakistan, South Korea, and Japan. The researchers employed PLS-SEM modeling using Smart-PLS 4.0 software to analyze the data. The findings of this research demonstrate that green HR practices have a significant and affirmative relationship with green organizational performance. Results further indicate that green performance management, green HR data and analytics, green recruitment and selection, green compensation and evaluation, green succession planning, green training and development, and green HR information systems positively and significantly impact green HR practices. Finally, the findings show that green HR purchasing, environment, eco-design, and internal management significantly mediate between green HR practices and organizational performance. The study's findings have demonstrated a significant theoretical and managerial implication for researchers, academicians, industry practitioners, and policymakers. Moreover, the findings of this study also provide the roadmap to attain one of the most important goals of the sustainable development goals (SDGs) of the United Nations (UN): eco-friendly sustainability.