The study aims to explore the impact of green human resource management (HRM) practices on employee performance in private universities in Arbil, Iraq. The research questions focus on how green HRM practices can enhance employee performance through the adoption of green principles and practices. Employee performance is a critical topic for various organizations as it reflects the expected outcomes from their activities. The study emphasizes the importance of green HRM practices in creating a sustainable environment and optimizing resources to achieve green plans. The research also highlights the significance of green HRM in reducing environmental impacts, costs, and promoting green behaviors among employees. The study's theoretical framework covers the concept of green HRM, which involves integrating environmental management with broader HRM goals such as recruitment, selection, training, performance management, and compensation. Green HRM aims to foster green behaviors, enhance employee competencies, and promote environmental awareness. The study identifies three dimensions of employee performance: effort, ability, and commitment. Effort refers to the high level of employee engagement that positively impacts overall organizational performance. Ability encompasses individual skills, technical proficiency, and experience, which improve task execution and goal achievement. Commitment involves the alignment between employee and organizational goals, leading to better organizational outcomes. The empirical section of the study describes the methodology and data collection process, emphasizing the importance of green HRM practices in improving employee performance and educational efficiency in universities. The findings indicate a positive and statistically significant relationship between green HRM dimensions and employee performance dimensions. Specifically, there is a positive and statistically significant relationship between green recruitment practices and employee performance, as well as between green training and performance, and between green compensation and incentive systems and employee performance. The study also analyzes the positive impact of green HRM on strategic success and concludes that green HRM has a statistically significant positive effect on employee performance, accounting for 47.1% of the variance.The study aims to explore the impact of green human resource management (HRM) practices on employee performance in private universities in Arbil, Iraq. The research questions focus on how green HRM practices can enhance employee performance through the adoption of green principles and practices. Employee performance is a critical topic for various organizations as it reflects the expected outcomes from their activities. The study emphasizes the importance of green HRM practices in creating a sustainable environment and optimizing resources to achieve green plans. The research also highlights the significance of green HRM in reducing environmental impacts, costs, and promoting green behaviors among employees. The study's theoretical framework covers the concept of green HRM, which involves integrating environmental management with broader HRM goals such as recruitment, selection, training, performance management, and compensation. Green HRM aims to foster green behaviors, enhance employee competencies, and promote environmental awareness. The study identifies three dimensions of employee performance: effort, ability, and commitment. Effort refers to the high level of employee engagement that positively impacts overall organizational performance. Ability encompasses individual skills, technical proficiency, and experience, which improve task execution and goal achievement. Commitment involves the alignment between employee and organizational goals, leading to better organizational outcomes. The empirical section of the study describes the methodology and data collection process, emphasizing the importance of green HRM practices in improving employee performance and educational efficiency in universities. The findings indicate a positive and statistically significant relationship between green HRM dimensions and employee performance dimensions. Specifically, there is a positive and statistically significant relationship between green recruitment practices and employee performance, as well as between green training and performance, and between green compensation and incentive systems and employee performance. The study also analyzes the positive impact of green HRM on strategic success and concludes that green HRM has a statistically significant positive effect on employee performance, accounting for 47.1% of the variance.