<![CDATA[Industrial sustainability hinges on a workforce equipped with environmental expertise, green competencies, environmental consciousness, and conduct oriented toward sustainability. Green Talent Management is progressively recognized as a strategic method for cultivating green human capital, as it extends beyond conventional HR practices to encompass the attraction, development, motivation, and retention of personnel possessing sustainability-related proficiencies. The purpose of this research is to investigate how Green Talent Management practices influence the advancement of Green Human Capital within the industrial sector of North Sumatra. Employing a quantitative survey methodology, this research engaged employees and managers from industrial enterprises in North Sumatra. Of the 250 questionnaires disseminated, 225 were returned, and 210 valid responses underwent analysis. Green Talent Management was assessed via five components: green recruitment and selection, green training and development, green performance appraisal, green rewards, and green employee involvement. Data analysis was conducted through Partial Least Squares Structural Equation Modeling using SmartPLS. The outcomes reveal that every Green Talent Management practice exerts a positive and significant impact on Green Human Capital Development. The model accounts for 68.7% of the variation in Green Human Capital Development, reflected in an R-square value of 0.687. Notably, green training and development demonstrates the most substantial effect, with a path coefficient of β = 0.326, followed by green employee involvement at β = 0.247. Green Talent Management facilitates the enhancement of green human capital in North Sumatra’s industrial sector. Industrial enterprises are advised to bolster environmental training, incorporate green metrics into talent assessments, and foster active employee participation in sustainability programs to elevate workforce capabilities and sustain competitive advantage.]]>
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