Study explore the environmental performance of Pakistani banking sector in terms of Green HRM activities. The study focus about green hiring, green training and green bonuses. All of these Green HRM practices greatly increase environmental performance by creating environment savvy behavior among the workforce. Green hiring, green training, and green reward all flow through sustainable employee behavior that helps to translate organizational intentions into greener results. They also test organizational culture as a potential moderator and conclude that culture doesn’t have an important impact on the correlation between green recruitment and environmental performance or green compensation and environmental performance, but it does moderate the relationship between green training and environmental performance. The study approach was to use a quantitative survey which was distributed to 500 banking employees who responded in 300 usable ways. The data were analyzed using Smart PLS 3.0, using structural equation modeling (SEM) to evaluate the mediating effect of environmentally friendly behavior and the moderating effect of corporate culture. These results demonstrate the interplay between Green HRM practices, organizational culture and environmental sensitivity. This research also helps to develop a better grasp on how Green HRM can be effectively applied for sustainability within the banking industry.