Human Resource Management (HRM) practices play a crucial role in managing industrial relations issues within organizations. This paper explores the impact of HRM practices on addressing and mitigating conflicts, grievances, and disputes arising in the workplace. By examining various HRM strategies such as recruitment, training and development, performance management, and employee engagement, this study sheds light on how these practices influence the dynamics of industrial relations. The results indicate that promoting a cooperative environment in industrial relations and implementing sustainable HR practices can decrease harm to employees. Moreover, it searches into the role of HRM in fostering communication, fostering a culture of trust and fairness, and promoting employee involvement and participation, which are essential for effective industrial relations management. HRM’s distinctive trait is the diminishing importance of secondary institutions and the growing emphasis on individualism within the organization. Through a comprehensive analysis of existing literature and case studies, this paper provides insights into the significance of HRM practices in proactively managing and resolving industrial relations issues, thereby contributing to organizational harmony, productivity, and sustainability.