Organizational change has become essential in the modern business environment, especially in the Information Technology (IT) industry, due to rapid technological advancements, digital transformation, globalization, and automation. Employees often resist organizational change because of fear of job insecurity, increased workload, lack of communication, inadequate technical skills, and limited participation in decision-making. Such resistance negatively affects employee morale, productivity, and organizational performance. This study examines the impact of Human Resource Management (HRM) on managing employee resistance to organizational change in the IT industry. The research focuses on HRM practices such as communication, training and development, employee involvement, counselling, motivation, and organizational support in reducing resistance and improving employee adaptability. Both qualitative and quantitative research methods were used, and data were collected through structured questionnaires distributed among IT employees. Statistical tools such as percentage analysis, chi-square analysis, correlation, and regression analysis were applied for data interpretation. The findings reveal that fear of job loss, increased workload, lack of involvement, and insufficient technical skills are the major causes of employee resistance. The study concludes that effective HR practices significantly help organizations manage resistance, improve communication, enhance employee confidence, and achieve organizational sustainability and long-term success.