Tiffani (Cage) Wollbrinck

Tiffani Wollbrinck is an experienced global HR executive specializing in data-driven talent management and organizational transformation. She is an expert in developing and implementing innovative talent strategies that align with corporate goals, enhance workforce capabilities and drive organizational success. She is proficient in leveraging data analytics and behavioral science to optimize talent processes to ensure a robust leadership pipeline, increased employee engagement and improved diversity and inclusion outcomes.

Recognizing Wollbrinck’s leadership in integrating AI with human-centered strategies, this interview explores her innovative approach to talent management and leadership development.

Empowered People, Enduring Impact: The Talent Strategy Behind the Brand

I have always believed that talent management is about more than filling positions—it’s about creating an environment where employees can develop, lead and contribute to long-term business growth. With a master’s degree in industrial-organizational psychology and nearly two decades in HR, my focus has always been building strong leadership pipelines, enhancing workforce capabilities and implementing strategies that drive meaningful career growth.

“Treat AI prompting as a core capability across your organization. As AI becomes embedded in how we live and work, prompting and interacting with these systems will be essential to every role.”

As senior director of global talent management at Levi Strauss & Co., I ensure the company has the right skills, leadership and workforce readiness to support long-term success. This includes designing leadership development programs, succession planning, employee training and performance management strategies that align with business objectives.

A strong workforce is the foundation of any thriving organization. My team specializes in leadership development, talent assessments, employee engagement and organizational surveys, ensuring that Levi Strauss & Co. remains agile and future-ready.

When employees are empowered with growth opportunities, they drive innovation, strengthen company culture and create lasting business impact. We are shaping a workplace where people and the organization can succeed through leadership development and a commitment to continuous learning.

Human Insights, AI Precision: The Supercharged Combo

Modern technology transforms talent management, but real innovation happens when people and AI work together. At Levi Strauss & Co., we’ve embraced AI-powered tools like LinkedIn Learning, Qualtrics, Workday and Microsoft Copilot to enhance workforce development, leadership training and operational efficiency. While these tools have become standard across many companies, what excites me most is how we empower our workforce to use AI as a catalyst for innovation and business growth.

One of our most impactful initiatives involves bringing retail employees into short-term corporate assignments. These employees, closest to our customers, offer invaluable insights that directly influence our direct-to-consumer strategy. By combining frontline experience with AI-driven data analytics, they contribute fresh perspectives while gaining exposure to broader business functions. This initiative has helped us increase productivity, develop internal talent and optimize labor costs.

"Leaders should focus on developing A1 prompting skills among their workforce to enhance adaptability, performance and productivity. Encourage every employee to develop these skills and implement reward mechanisms for those who use AI effectively and responsibly."

In our pilot program, retail employees used AI to enhance productivity, conduct advanced analytics, generate AI-driven recommendations and automate routine tasks with GPTs. This fusion of human expertise and AI capabilities shapes a more agile, data-driven workforce that can continuously adapt to evolving business demands.

Embedding Equity into Talent Management: Building a Fair and Inclusive Culture

At Levi Strauss & Co., we recognize that unfair processes can erode trust, impact productivity and contribute to employee attrition. To prevent this, we’ve embedded equity into every aspect of talent management and leadership development, ensuring every employee has a fair opportunity to grow and succeed.

Data-driven performance management is key to eliminating bias. We use real-time analytics to identify potential rating disparities and provide leaders with immediate feedback, ensuring that performance assessments are consistent and objective across the organization. By making these insights accessible, we help leaders make more informed, equitable decisions supporting a fairness culture.

Identifying high-potential employees requires both data and structured evaluation. We combine nine-box ratings with objective assessments, including intelligence and personality tests, to predict performance and leadership potential. This structured approach reduces bias, increases objectivity and ensures that promotions are based on merit rather than perception.

Succession planning is more effective when it’s structured and transparent. We’ve developed role profiles with clearly defined readiness ratings to ensure that future leadership decisions are based on skills, experience and potential rather than subjective opinions. Custom development plans help prepare employees for leadership roles, while scenario-based training equips leaders to recognize and address cognitive biases, including affinity bias, the halo effect and gender or racial biases.

The Trifecta of HR: Personalization, Technology and Human Connection

The future of HR lies in balance. Organizations that effectively combine AI’s speed with a thoughtful, people-first approach will cultivate a workplace where employees remain engaged, committed and empowered to succeed.

At Levi Strauss & Co., we leverage AI to personalize HR processes and manager support, ensuring employees receive tailored experiences that enhance engagement and satisfaction. By integrating AI-driven solutions, we optimize efficiency while keeping employee well-being at the center of our strategy.

Advice to Peers: Every Leader Should Treat AI Prompting as The Next Core Skill

It is straightforward, peers. Treat AI prompting as a core capability across your organization. As AI becomes embedded in our lives and work, encouraging and interacting with these systems will be essential to every role. Unlike past technologies that faded with time, AI continues to evolve, adapt and expand its impact.

At Levi Strauss & Co., we’re focusing on building AI fluency across the workforce, starting with the fundamentals of prompting skills. This is more than a technical ability—it’s a way to enhance adaptability, boost productivity and prepare teams to think differently. Every employee should have the opportunity to develop these skills. Leaders play a key role in creating a culture where AI is used effectively and responsibly, supported by recognition and rewards for those who apply it to real-world challenges.

This isn’t about chasing trends—it’s about future-proofing our workforce. By embedding AI prompting into our talent strategy, we’re equipping our people to think critically, respond quickly and help the organization stay agile as we work toward long-term goals.