PurposeThis paper focusses on the roles and experiences of the human resource managers and safety, health and environment managers in promoting environmental sustainability in automobile industry.Design/methodology/approachThe exploration uses the data generated from ten in-depth interviews with human resource managers as well as safety, health and environment (SHE) managers from three automobile companies.FindingsThree main themes were derived from the inductive analysis in support of environmental sustainability. They comprised environment-oriented perspectives, green human resource management (HRM) practices and supportive mechanisms. These findings served as insights for the HR managers who played a supportive role in environment sustainability. This study also found that Green HRM practices within the automobile industry were confined to green training and development, green rewards, green employee involvement and green orientation.Research limitations/implicationsThe outcome of this study carries implications for managers and businesses in designing a more sophisticated framework for Green HRM practices for their companies so as to achieve a more progressive sustainable goal. For instance, HR managers who are environment-oriented can play a more active role in environmental sustainability. They can participate directly in developing policies by co-partnering with their SHE colleagues. They can encourage and motivate their employees to apply green practices both at work and in their homes. This integration would eventually create a cascading effect that could reduce the industry's negative impact on environment, thereby developing a more environmentally-friendly society.Practical implicationsThis study provided practical implications for both the HR and SHE managers in taking up responsibilities in environmental sustainability. This study also indicated the practical implications for the top management in the automobile industry, especially in the designing of the environmental sustainability framework.Originality/valueThis study contributes to the Green HRM area by understanding and comparing the roles of the HR managers and their counterpart, the SHE managers, in support of environmental sustainability. The comparison would provide a clearer picture on how the implementation of Green HRM can be implemented within the automobile industry.

This qualitative study explores the experiences of the managers and employees of electrical and electronics companies in moving towards environmental sustainability with the support of Green Human Resource Management. Based on 12 in-depth interviews, the data were thematically analysed by using NVivo 12 plus software, with three main themes emerging as embarking on environmental sustainability, building environmental sustainability, and embracing environmental sustainability.This study uses the resource-based theory as the theoretical lens, and results indicate that the company practises Green Human Resource Management, particularly green employee involvement and participation, green training, green rewards, and green orientation for achieving its environmental sustainability efforts. Most importantly, the results highlight that NGOs, organisational culture, and effective communication are vital in supporting Green Human Resource Management implementation in attaining environmental sustainability goals. The findings of this study have implications for other developing countries, which are striving to achieve their environmental and sustainability goals.