The purpose of this research is to examine the effect of Green Human Resource Management (GHRM) practices on organizational outcomes (economic, environmental, and social) in Pakistan's manufacturing industry, with a mediating roles of digitalization and innovation. Positivism research philosophy and quantitative technique was used in this study. Data were collected through structured questionnaire which is distributed among workers of manufacturing enterprises and 410 responses received. The data were analyzed with Smart PLS 4 and Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings suggest that GHRM practices have a positive significant impact on organizational performance, with digitalization and innovation serving as pivotal mediators. All hypotheses were accepted, and demonstrating that GHRM's practices enhances the sustainability and overall performance. The resource-based view (RBV) and innovation theories both support these findings. This study has significant implications for policy makers of firms as well as for academia (researchers). Embracing GHRM can help firms to enhance operational efficiency and effectiveness, promote worker engagement, and gain a competitive advantage while also contributing to environmental sustainability. This study fills a significant gap in the existing literature by providing empirical evidence of the help of GHRM in a developing country atmosphere, as well as a new viewpoint on incorporating sustainability into human resource (HR) practices. According to the researchers' knowledge, this is the pioneer study to examine serial mediation (digitalization and innovation) between GHRM practices and organizational outcomes in developing economy contexts.