Oil and gas facility construction projects have significant environmental impacts due to extensive energy and resource consumption and the generation of waste and pollutants. Achieving environmental objectives in these projects depends not only on technical controls but also on the knowledge, attitudes, motivation, and behavior of employees and contractor organizations. This study aimed to propose an implementation framework for Green Human Resource Management (GHRM) at the functional level in client organizations of oil and gas facility construction projects. The study was fundamental-developmental in purpose and qualitative in approach, with deductive-inductive logic and an exploratory design. First, an initial framework was developed through a review and analysis of the GHRM literature and used to design the semi-structured interview guide. The initial concepts were then examined, modified, and refined based on empirical findings, while new concepts were incorporated when they emerged. Data were collected through 15 semi-structured interviews with experts and analyzed using Braun and Clarke’s six-phase thematic analysis. A total of 185 initial codes were identified, resulting in a final framework comprising six dimensions, 20 components, and corresponding executive actions. The dimensions include establishing an executive GHRM structure; recruiting and selecting employees with green attitudes; green training, culture-building, and development; green performance evaluation and feedback; green rewards and disciplinary measures; and GHRM in the supply chain. The main innovation of the study is the development of a contextualized and operational framework for implementing GHRM in client organizations and extending its scope from direct employees to contractors and the project supply chain.