The recent increase in environmental problems has made it necessary for organizations to create environmental strategies. “Green culture” becomes even more important, especially if the raw materials used, the production process and the product itself can harm the environment. As environmental awareness, sustainability and environmental responsibilities become more and more important, organizations include environmental elements in their strategies. The effective and efficient carry out of environmental strategies in the organization is possible with the support of managers and the participation of employees. Green human resources management (GHRM) takes an active role in the environmental and sustainability goals of organizations and the HR department turns into a key strategic unit. It’s important for the whole organization that human resources management and practices gain a “green” dimension. This study aims to reveal the relation between strategic management and GHRM and its practices. The research was designed with qualitative features. In-depth interviews were used in the research. The results of the study have revealed that green human resources management practices are carried out even if green human resources management are not directly involved in the strategic management process. In addition, it has revealed which green human resources management practices are used in the organizations.