HR’s Role in Climate Action and Environmental Impact

When organizations think about climate strategy, HR is rarely the first department mentioned. Carbon emissions, energy use, and supply chains feel like the domain of operations, engineering, or finance. But that assumption misses a critical truth:

Organizations don’t act—people do.

And HR is the function that shapes how people act.

From travel policies to hybrid work, from learning content to leadership behaviors, HR decisions can accelerate—or stall—climate progress. In this context, climate action becomes a cultural issue as much as a technical one.

Why Climate Strategy Needs HR

Most sustainability goals fail not because they’re technically impossible, but because they lack buy-in, behavior change, or alignment. This is HR territory.

Without HR involvement, climate strategies remain siloed and fragile. With HR, they gain momentum, credibility, and reach.

Climate-Relevant Levers in HR

HR can influence climate outcomes through four core areas:

1. Policies and Operations

• Travel and mobility: Encourage virtual collaboration, low-carbon transport, and emission tracking.
• Remote and hybrid work: Reduce commuting emissions by supporting flexible work where feasible.
• Green benefits: Offer perks like bike programs, public transport subsidies, or carbon-offset incentives.
• Facilities coordination: Collaborate on energy-efficient workspaces and green office behavior.

2. Learning and Awareness

• Climate literacy is a capability—HR must build it.
• Integrate environmental awareness into onboarding and leadership training.
• Partner with sustainability teams to design content that resonates with different roles.

3. Leadership and Culture

Climate action needs more than commitment—it needs modeling.

• Embed environmental responsibility in leadership frameworks.
• Evaluate leaders not only on financials, but also on sustainability behaviors.
• Normalize discussions around environmental impact in team routines and performance reviews.

4. Engagement and Participation

HR can create structures that invite employees to co-own sustainability:

• Launch green teams or employee sustainability councils.
• Host challenges, events, or gamified campaigns.
• Reward innovation in environmental impact reduction.

Green HR Metrics

To make HR’s environmental impact visible, some organizations track:

• Percentage of low-carbon travel vs. flights
• Commuting emissions saved through remote work
• Participation rates in green initiatives
• Environmental content completion in learning platforms

While these aren’t mandatory ESG disclosures, they demonstrate serious commitment—and are increasingly requested by investors and stakeholders.

Aligning HR with Net-Zero Commitments

Many companies now pledge to become net-zero by 2030, 2040, or 2050. HR must ask: What does that mean for our people?

Actions include:

• Hiring sustainability roles or climate-aligned talent
• Supporting job transitions as industries green their operations
• Embedding sustainability into job architecture and competencies
• Supporting mental wellbeing around eco-anxiety and climate grief

The HR–Sustainability Partnership

HR does not need to become climate experts—but it must become climate collaborators. A strong partnership includes:

• Joint planning between CHRO and CSO (Chief Sustainability Officer)
• Shared ownership of culture and behavior change
• Transparent reporting on HR’s contribution to environmental goals

Final Thought: Sustainability Is a Leadership Competency

Environmental responsibility is no longer just a technical or legal issue—it’s a leadership standard. HR has a mandate to embed that standard into how people are hired, developed, rewarded, and led.

The climate crisis is a human challenge. HR has the reach, tools, and influence to mobilize people—not just to care, but to act.

And in doing so, HR helps ensure that climate strategy isn’t just a plan—but a living, breathing part of how the organization works.