<p>This research study investigates how Green HRM practices affect sustainable performance by mediating the role of employees’ exploitative and explorative green innovation. Furthermore, it examines the moderating role of individual green behavior in the relationship between exploitative and explorative green innovation and organizational sustainable performance. Data were collected from Pakistani IT firms that implemented eco-friendly practices and ensured organizational sustainability. A total of 403 valid responses were analyzed using SmartPLS-SEM. The statistical analysis reveals that green HRM practices positively affect sustainable performance, supporting H1. The findings show that both exploitative and explorative green innovation positively influence sustainable performance, thereby supporting H2 and H3. Further, H3 is supported, as it positively influences sustainable performance. Exploitative and explorative green innovation mediate the relationship between green HRM practices and sustainable performance. Therefore, H4 and H5 are statistically supported. Finally, green individual behavior moderates the relationship; therefore, H6 is supported. The present study contributes to the literature by emphasizing the moderating effect of individual green behavior on the relationship between sustainable performance and both exploratory and exploitative green innovation. This research provides valuable insights for IT companies: eco-innovation incentives, performance-based environmental goals, and green training are examples of green HRM approaches that can improve sustainability results. Additionally, the more successful integration of environmental goals into strategic decision-making is made possible by striking a balance between exploratory (creating new sustainable solutions) and exploitative (improving current green practices) innovation, thereby aligning with employee behavior.</p>