The aim of this study is to bridge the identified empirical research gap through a quantitative study. The identified research gap is that there is lack of evidence on the intervening effect of Green Human Resource Management (green HRM) on the relationship between leadership and green employee engagement in the Sri Lanka Navy context or in the international military context. The research objectives are to identify the impact of green HRM on green employee engagement; to identify the impact of leadership on green HRM; to identify the impact of leadership on green employee engagement; to identify the mediating effect of green HRM on the relationship between leadership and green employee engagement. A cross-sectional study was carried out. This study was done in a non-artificial environment; therefore, researcher's interference is minimal. The unit of analysis is an individual who is an officer in the Sri Lanka Navy. The sample size is 200. The Sampling technique is simple random. The study utilized the Partial Least Squares Regression (PLS) model using SMART PLS 4.0 software to assess the reliability, validity, and relationships among latent variables in both the measurement and structural models. There is a partial intervening effect of green HRM on the relationship between leadership and green employee engagement.