This study examines the factors influencing the enhancement of green culture among human resource managers in the energy industry. Given environmental challenges and the importance of sustainability, Green Human Resource Management (GHRM) is recognized as an effective tool for promoting sustainable behaviors within organizations. This qualitative research employs an interpretive phenomenological approach, analyzing the experiences of 17 HR managers through semi-structured interviews. Thematic analysis by Braun and Clarke (2006) identified 7 organizing themes, 21 basic themes, and 102 initial codes. Findings indicate that developing a green culture requires several key factors. Strong leadership and commitment from senior managers are crucial for the success of green policies. Additionally, employee training and empowerment through educational programs and awareness campaigns foster environmental consciousness. Resource management and optimization of energy and material consumption contribute to reducing the carbon footprint and enhancing organizational efficiency. Green incentive systems, including financial and non-financial rewards, significantly boost employee engagement in sustainability initiatives.Furthermore, implementing green policies, eliminating pollutants such as single-use plastics, and monitoring employees' environmental behaviors greatly impact organizational performance. Evaluating and reporting environmental actions enhance corporate transparency and accountability. Collaboration with local communities and environmental organizations, including participation in social green projects, strengthens corporate social responsibility (CSR). Ultimately, the study suggests that fostering a green culture is a fundamental driver of organizational success in achieving environmental sustainability.