The chapter is about how Artificial Intelligence can facilitate green Human Resource Management within an organization. First, we discussed the idea of green HRM which is about using HR practices in such a manner that it can enable environmental friendly behavior among staff and facilitate achieving the environmental objectives of an organization. In other words, Green HRM is about such HR practices which enable reducing the negative effects of organization on nature. In this regard, we discussed different practices including recruitment and selection, training and development, performance management, reward, and employee empowerment and participation. The discussion then moves to the concept of Artificial Intelligence which is about using the technology to perform certain tasks without much need for human intervention. After AI, our main discussion included the way AI enables green HRM in an organization. Accordingly, we discussed that AI can facilitate green recruitment and selection as the process can be made automated using AI which reduces human efforts while improving efficiency and objectivity. Similarly, AI can facilitate green training and development by conducting training needs assessment, enabling customized training, and automating evaluation. For green performance management, AI can facilitate setting environmental targets and monitoring and evaluating environmental performance. AI can also facilitate implementing green reward by such algorithms which assist in pay increment decisions by conducting market surveys and analyzing the relevant data. In the same token, AI can also link reward with employee environmental performance thus ensuring employee motivation and commitment towards environmental goals. The last practice we discussed is employee participation and empowerment where AI can enable employees to perform certain tasks without much effort thus providing enhanced control to the employees. Finally, we discussed key challenges related to implementing AI for green HRM such as data security and privacy issues, bias in the system due to the human factor, lack of explanation by machine-based algorithms, replacement of human labor with AI, and higher setup cost for AI. These challenges can be managed by suitable strategies such as enhanced data protection, bias-free design of AI system, and cost-benefit analysis of investment related to AI. Furthermore, more involvement of users of AI while designing and acquiring AI system can also solve some of the challenges. Overall, we concluded that AI is a useful tool and can facilitate the effective implementation of green HRM in an organization.