The present study was conducted with the objective of investigating the impact of Green Human Resource Management (GHRM) on job engagement. In terms of purpose, this research is applied, and regarding data collection methodology, it adopts a descriptive-correlational design, specifically employing Structural Equation Modeling (SEM). The statistical population of this study comprised all employees of Mobarakeh Steel Company in Tehran, totaling approximately 540 individuals. Based on Morgan's table, the sample size was determined to be 224 participants. A non-probability convenience sampling technique was utilized for participant selection. Data were collected using a researcher-developed questionnaire. For data analysis, SPSS software was employed for descriptive statistics, while SmartPLS software was utilized for inferential analysis and model testing. The findings indicated that Green Human Resource Management exerts a significant positive influence on job engagement. Specifically, a one-unit increase in each dimension of Green Human Resource Management corresponds to a 0.608-unit increase in job engagement. Furthermore, managerial support was found to play a significant mediating role in the relationship between Green Human Resource Management and job engagement, with an indirect effect coefficient of 0.525, which exceeds the magnitude of the direct effect. Similarly, HRM performance demonstrated a significant mediating role in the association between Green Human Resource Management and job engagement, yielding an indirect effect coefficient of 0.473, which also surpasses the direct effect coefficient. These results underscore the importance of integrating environmental sustainability practices into human resource strategies to enhance employee engagement through supportive managerial practices and improved HRM performance.