The circular economy (CE) is a new economic paradigm that encourages reuse, recycling, and regeneration to reduce waste and maximize resource efficiency. The movement of enterprises and institutions towards sustainability is mostly driven by human resources (HR). Integrating circular economy concepts into organizational structures requires sustainable HR practices, such as green hiring, environmental responsibility training for staff, and encouraging an innovative culture. By creating regulations that support environmentally friendly workplaces, employee participation in sustainable projects, and leadership dedicated to circular strategies, HR professionals may have an impact on sustainability. Furthermore, HR-driven corporate social responsibility (CSR) initiatives may improve worker engagement and match business aims with those of global sustainability. Organizations may decrease their environmental impact, increase long-term business resilience, and improve resource efficiency by incorporating CE concepts into HR strategy. In the end, this collaboration between HR and CE helps to meet the Sustainable Development Goals (SDGs) of the UN by promoting economic, social, and environmental sustainability. As a result, combining HR and CE improves corporate competitiveness and social well-being in addition to guaranteeing a sustainable workforce. This study examines how HR procedures and CE interact, emphasizing how they both affect sustainability and long-term value generation.