In the present corporate sector, environmental social management systems have been extensively adopted and this has led to the importance of the identification of relevant human resource management practices. An organization refers to a collection of humans, physical and organizational resources that possess value, cannot be imitated and function as the primary source of sustainable competitive advantage of the organization that facilitates sustainable optimum performance. In this regard, green human resource management (GHRM) practices boost the competitiveness of the firm and maintain the business strategies alignment with the environment. Similarly, such practices also promote awareness of the environment ensuring the strict sustainability of international environmental regulations, which influences the sustainability of business. Moreover, organizations are becoming increasingly concerned with environmentalism and sustainability, which explains why GHRM practices and green intellectual capital have become major elements of sustainable businesses. On the basis of the Resource-based view and Intellectual Capital-based view, the present study identified the relationship between GHRM practices and organizational performance in a case study focused on the Northern Boarder University employees in Saudi Arabia. The study sample comprised of 100 employees, to which questionnaire copies were distributed to for primary data collection. The study adopted a descriptive and quantitative study approach and based on the results, there is statistically significant relationship between GHRM practices and the performance of organization.