In today’ s world, green HUMAN RESOURCE MANAGEMENT is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green HUMAN RESOURCE MANAGEMENT PRACTICES. The present study is examining the impact of different Green HUMAN RESOURCE PRACTICES on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modeling is utilized to obtain the relationships between the variables. The results show that green HUMAN RESOURCE MANAGEMENT PRACTICES have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “ pro-environmental behavior” . The results illustrate that Green Performance MANAGEMENT and Appraisal has a positive (β =0. 27), Green Reward and Compensation and environmental sustainability which again shows a positive (β =0. 14) and significant impact of Green Reward and Compensation on environmental sustainability. Green Training and Development also shows a positive (β =0. 29) and Green Training and Development has a positive and significant relationship. The results suggest that the mediator does not sensitize environmental sustainability. The study suggests that Public Sector universities need to train and compensate their employee to reduce environmental degradation and make their contribution to the sustainability of the environment.