In a region where human resources is undergoing rapid evolution, Abdulaziz Al-Roomi stands at the forefront of redefining what it means to be a strategic HR leader. A Kuwaiti executive coach, best-selling author, and a respected voice in leadership development, Mr. Al-Roomi has just launched his second book, HR Hustler—a bold and timely guide that challenges conventional views of HR and repositions it as a central force in business transformation. Building on the success of PREVAIL, his Amazon #1 best-seller on leadership, this new work draws on his two decades of experience across diverse industries, blending regional insight with global best practice.
With endorsements from thought leaders like Dave Ulrich and Tony Bingham, HR Hustler offers practical frameworks and real-world case studies to help HR professionals and business leaders master the business side of people management. Mr. Al-Roomi’s influence extends beyond the page—he is a four-time LinkedIn Top Voice, a member of the Harvard Business Review Advisory Council, and the first GCC national to be named an HRCI Ambassador. In this exclusive interview, CP Magazine delves into the mind of a visionary reshaping the future of HR leadership, one principle at a time.
Please introduce yourself to our readers.
I am Abdulaziz Al-Roomi, a Kuwaiti executive coach, HR leader, and best-selling author with over 20 years of experience across diverse industries including oil and gas, retail, IT, logistics, and banking. Throughout my career, I’ve had the privilege of training and mentoring leaders across the region, with a focus on leadership development, strategic HR, and talent management. I’m passionate about helping individuals and organizations unlock their full potential, which led me to write two books, PREVAIL and HR Hustler. I’m honored to have been named one of Arabian Business’ 100 Most Inspiring Leaders and to serve as the first GCC citizen appointed as an HRCI Ambassador.
Tell us about your education.
I have a degree in Computer Science and Engineering, along with a Master’s degree in Business Administration.
What inspired you to write HR Hustler, and how does it differ from your first book PREVAIL?
I’ve always felt that the missing link for many HR professionals is an entrepreneurial mindset and strong business acumen. As an entrepreneur myself, I constantly think from the stakeholder’s perspective—what they need, not just what’s written in HR textbooks or certifications. HR Hustler fills that gap, equipping HR professionals and leaders with the right mindset, frameworks, and tools to become the HR leaders their organizations need.
PREVAIL laid the foundation by teaching the essence of authentic leadership. HR Hustler builds on that, specifically through an HR lens, integrating business strategy and impact.
You describe HR Hustler as a “game-changing guide”—what makes it so transformative for today’s HR professionals?
It’s the first HR self-help book of its kind. It redefines the HR function by showing HR professionals and business leaders what HR should be doing, moving beyond compliance and operations to becoming strategic drivers of value and culture.
You mention HR must evolve from a support function to a strategic driver—how do you envision that shift happening in real terms?
By adopting a business-first mindset—identifying external and internal challenges, aligning HR strategies with business goals, and embedding organizational values in daily practices.
What is the core message you want readers to take away from HR Hustler?
HR must think and act strategically to serve the best interests of the business and its people.
The book includes frameworks and tools—could you share a favourite one and how it’s best applied?
One of my favorites is “The HR Paradox.” HR professionals are expected to wear multiple hats simultaneously— a supporter, enforcer, coach, and strategist. It’s a demanding role that requires agility and clarity. I also introduced simplified business model focus areas to help HR understand strategic priorities across different industries.
You’ve integrated both global and regional perspectives. How important is cultural context in strategic HR leadership?
Extremely important. There’s a lack of Middle Eastern-centric content and case studies, which has made some leaders hesitant to implement what are often seen as “Western” practices. HR Hustler brings culturally relevant insights that reflect our regional values and context.
HR Hustler is described as the first HR self-help book of its kind in the region. Why was now the right time for such a publication?
Post-COVID, people have shifted priorities—health, family, and well-being have taken center stage. It’s time for HR to humanize the workplace, lead meaningful changes, and become the leaders employees wish they had.
How can young HR professionals use this book to shape their career trajectory?
It provides a mindset shift, actionable tools, and introduces them to essential HR programs and certifications. It also offers a global and local perspective that helps them understand the future of the profession.
You argue that HR leaders can become the most influential business leaders in an organization—what qualities must they develop to do so?
They need business understanding, agility, resilience, and a deep knowledge of HR and talent management. But above all—integrity, courage, and humility, as I wrote in PREVAIL.
What role does emotional intelligence play in elevating HR’s strategic position?
It’s a core skill, but it must be genuine. Emotional intelligence without authenticity can be seen as manipulation. That’s why trust is essential—HR must lead with sincerity.
In your view, what’s the biggest misconception business leaders still have about HR?
It’s not a misconception, it’s a reflection of how HR has often disconnected itself from business realities. By focusing on efficiency over impact, HR has sometimes prioritized the wrong metrics. We need to focus on what truly matters: people and performance.
How can organizations measure the business impact of strategic HR effectively?
By tracking improvements in engagement, loyalty, innovation, collaboration, and of course, tangible business results.
You draw examples from Kuwait, Saudi Arabia, and the UAE—how would you compare the HR maturity levels across the GCC?
They are generally similar, but the complexity lies in managing highly multicultural workforces, which creates unique challenges and learning opportunities.
What are some unique leadership challenges faced by organizations in the Middle East, and how can HR help overcome them?
Balancing autocratic traditions with the need for openness and feedback. Many leaders still struggle with vulnerability and transparency. HR can play a key role in building safe spaces and fostering a culture of trust and collaboration.
How do global HR trends align or clash with regional business cultures in the GCC?
We’re somewhat behind in adopting global HR trends, but we don’t need to imitate the West blindly. We can observe, adapt, and develop practices that suit our values and culture—like remote work, which we initially resisted but are now embracing on our own terms.
How does your PREVAIL model continue to influence your current work and philosophy?
PREVAIL centers around fulfillment—not passion, not money—as the key driver of leadership. It helps build an authentic leadership style grounded in values, strengths, and meaningful impact.
You’ve received endorsements from thought leaders like Dave Ulrich and Marshall Goldsmith—what do these endorsements mean to you personally?
They remind me that dedication and consistency pay off. These leaders made time for me because they recognized the effort and sincerity in my work. It’s humbling, and it reinforces my responsibility to give back.
As the first GCC citizen to be named an HRCI Ambassador, how do you plan to use this platform to advance the profession?
By contributing to their training material, exam content, and strategic direction—ensuring it reflects the needs and perspectives of the Arab world, while also adding value to the global HR community.
Being named one of Arabian Business’ 100 Most Inspiring Leaders is no small feat—how do you stay grounded amidst such recognition?
True success comes with humility. These recognitions remind me of how much there still is to learn. They motivate me to keep growing by learning from others and sharing their success stories.
What’s next for you after HR Hustler—can we expect a third book or new initiative soon?
Inshallah! I’m currently working on my third book, Dominate, which will serve as a sequel to PREVAIL.
