This chapter aims to investigate the integration of the elements of Green Human Resource Management (GHRM) and the concepts of the Circular Economy (CE) into organizational frameworks of Change Management (CM), thereby solidifying their contribution in the formulation of sustainability. Two paradigms were integrated because organizations were increasingly struggling with environmental sustainability and corporate accountability. This co-evolution aims to usher in an era of innovation that injects environmental ethics into organizational cultures and refutes the theory of linear economics. In this book, we begin with GHRM, which is a method of creating a more sustainable organizational culture by compelling the use of human resource functions in line with broader environmental aspirations. Then, it unwinds the Circular Economy philosophy of being resource-efficient and waste-minimizing through a regenerative approach to the way companies operate. We have to ensure that change management occurs as frequently as possible when something important is changing. Such integration is guaranteed by change management. It includes theoretical and practical suggestions. With the integration of Circular Economy and GHRM into a complete Change Management process, organizations can create sustainable business models that comply with environmental regulations and foster new growth and competitive advantages. This integral approach is found to be a major requirement for organizations dedicated to ensuring sustainability in today’s dynamic world.