BEGIN:VCALENDAR VERSION:2.0 PRODID:-//Business Development Institute (BDI) - ECPv6.15.18//NONSGML v1.0//EN CALSCALE:GREGORIAN METHOD:PUBLISH X-WR-CALNAME:Business Development Institute (BDI) X-ORIGINAL-URL:https://bdionline.com X-WR-CALDESC:Events for Business Development Institute (BDI) REFRESH-INTERVAL;VALUE=DURATION:PT1H X-Robots-Tag:noindex X-PUBLISHED-TTL:PT1H BEGIN:VTIMEZONE TZID:America/New_York BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20190310T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20191103T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20200308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20201101T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20210314T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20211107T060000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20200604T120000 DTEND;TZID=America/New_York:20200604T133000 DTSTAMP:20260404T194137 CREATED:20200416T200845Z LAST-MODIFIED:20200603T174229Z UID:47260-1591272000-1591277400@bdionline.com SUMMARY:MarketingWorks FinServ DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/060420marketingworks/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200604T120000 DTEND;TZID=America/New_York:20200604T133000 DTSTAMP:20260404T194137 CREATED:20200427T194411Z LAST-MODIFIED:20200625T154345Z UID:47583-1591272000-1591277400@bdionline.com SUMMARY:Engaging Customers with Humanity at Scale DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/060420humanity/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200609T120000 DTEND;TZID=America/New_York:20200609T133000 DTSTAMP:20260404T194137 CREATED:20200409T192153Z LAST-MODIFIED:20200604T182332Z UID:47054-1591704000-1591709400@bdionline.com SUMMARY:Living in a Real-Time Payments World: Keys to Creating A Thriving Real-Time Ecosystem DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/060920payments/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200609T120000 DTEND;TZID=America/New_York:20200609T133000 DTSTAMP:20260404T194137 CREATED:20200424T164549Z LAST-MODIFIED:20200603T183537Z UID:47463-1591704000-1591709400@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/060920workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200610T120000 DTEND;TZID=America/New_York:20200610T133000 DTSTAMP:20260404T194137 CREATED:20200413T145653Z LAST-MODIFIED:20200604T183614Z UID:47096-1591790400-1591795800@bdionline.com SUMMARY:Application Security: You Can’t Scan Your Way to Secure Code DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061020appsecdx/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200610T120000 DTEND;TZID=America/New_York:20200610T133000 DTSTAMP:20260404T194137 CREATED:20200424T161917Z LAST-MODIFIED:20200603T175059Z UID:47452-1591790400-1591795800@bdionline.com SUMMARY:Building Your Content Engine DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061020content/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200610T120000 DTEND;TZID=America/New_York:20200610T133000 DTSTAMP:20260404T194137 CREATED:20200424T184421Z LAST-MODIFIED:20200610T144022Z UID:47502-1591790400-1591795800@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061020workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200611T120000 DTEND;TZID=America/New_York:20200611T133000 DTSTAMP:20260404T194137 CREATED:20200420T185552Z LAST-MODIFIED:20200603T174354Z UID:47309-1591876800-1591882200@bdionline.com SUMMARY:Leading a Culture of Compliance into the New Normal​ DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061120compliance/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200611T120000 DTEND;TZID=America/New_York:20200611T133000 DTSTAMP:20260404T194137 CREATED:20200424T190520Z LAST-MODIFIED:20200610T144231Z UID:47507-1591876800-1591882200@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061120workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200611T120000 DTEND;TZID=America/New_York:20200611T133000 DTSTAMP:20260404T194137 CREATED:20200508T142133Z LAST-MODIFIED:20200625T154300Z UID:48006-1591876800-1591882200@bdionline.com SUMMARY:Securing Accelerated Transformation: Aggregating\, Analyzing\, and Modeling Critical Enterprise Data DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061120transformation/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200612T120000 DTEND;TZID=America/New_York:20200612T133000 DTSTAMP:20260404T194137 CREATED:20200508T182722Z LAST-MODIFIED:20200625T154243Z UID:48048-1591963200-1591968600@bdionline.com SUMMARY:Securing Accelerated Transformation: Aggregating\, Analyzing\, and Modeling Critical Enterprise Data DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061220transformation/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200616T000000 DTEND;TZID=America/New_York:20200616T133000 DTSTAMP:20260404T194137 CREATED:20200413T145757Z LAST-MODIFIED:20200609T154602Z UID:47098-1592265600-1592314200@bdionline.com SUMMARY:Application Security: You Can’t Scan Your Way to Secure Code DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061620appsecdx/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200616T120000 DTEND;TZID=America/New_York:20200616T133000 DTSTAMP:20260404T194137 CREATED:20200424T190938Z LAST-MODIFIED:20200615T164741Z UID:47514-1592308800-1592314200@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061620workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200616T120000 DTEND;TZID=America/New_York:20200616T133000 DTSTAMP:20260404T194137 CREATED:20200428T184217Z LAST-MODIFIED:20200625T154237Z UID:47631-1592308800-1592314200@bdionline.com SUMMARY:Interconnected Infrastructure for Life Sciences DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061620lifesciences/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200616T120000 DTEND;TZID=America/New_York:20200616T133000 DTSTAMP:20260404T194137 CREATED:20200430T163228Z LAST-MODIFIED:20200609T154310Z UID:47772-1592308800-1592314200@bdionline.com SUMMARY:The New Normal: Real-Time Operations in a Remote Environment DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061120remote/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200616T120000 DTEND;TZID=America/New_York:20200616T133000 DTSTAMP:20260404T194137 CREATED:20200507T193227Z LAST-MODIFIED:20200625T154030Z UID:47978-1592308800-1592314200@bdionline.com SUMMARY:Emerging to The New Normal: Planning for the Post Pandemic World DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061620normal/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200617T120000 DTEND;TZID=America/New_York:20200617T133000 DTSTAMP:20260404T194137 CREATED:20200424T191513Z LAST-MODIFIED:20200610T144255Z UID:47520-1592395200-1592400600@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061720workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200618T120000 DTEND;TZID=America/New_York:20200618T133000 DTSTAMP:20260404T194137 CREATED:20200416T201639Z LAST-MODIFIED:20200724T150146Z UID:47269-1592481600-1592487000@bdionline.com SUMMARY:MarketingWorks Healthcare DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061820marketingworks/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200618T120000 DTEND;TZID=America/New_York:20200618T133000 DTSTAMP:20260404T194137 CREATED:20200424T193148Z LAST-MODIFIED:20200615T212717Z UID:47526-1592481600-1592487000@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061820workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200618T120000 DTEND;TZID=America/New_York:20200618T133000 DTSTAMP:20260404T194137 CREATED:20200429T180102Z LAST-MODIFIED:20200625T154011Z UID:47727-1592481600-1592487000@bdionline.com SUMMARY:eCommerce in the COVID Economy DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061820ecommerce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200623T120000 DTEND;TZID=America/New_York:20200623T133000 DTSTAMP:20260404T194137 CREATED:20200508T141318Z LAST-MODIFIED:20200625T153959Z UID:47999-1592913600-1592919000@bdionline.com SUMMARY:Bridging the Gap: eCommerce in the COVID Economy DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062320ecommerce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200624T120000 DTEND;TZID=America/New_York:20200624T133000 DTSTAMP:20260404T194137 CREATED:20200508T161502Z LAST-MODIFIED:20200612T195310Z UID:48032-1593000000-1593005400@bdionline.com SUMMARY:Bridging the Gap: eCommerce in the COVID Economy DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062402ecommerce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200624T120000 DTEND;TZID=America/New_York:20200624T133000 DTSTAMP:20260404T194137 CREATED:20200508T183555Z LAST-MODIFIED:20200625T153913Z UID:48054-1593000000-1593005400@bdionline.com SUMMARY:Securing Accelerated Transformation: Aggregating\, Analyzing\, and Modeling Critical Enterprise Data DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062420transformation/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200624T120000 DTEND;TZID=America/New_York:20200624T133000 DTSTAMP:20260404T194137 CREATED:20200520T140138Z LAST-MODIFIED:20200625T153857Z UID:48329-1593000000-1593005400@bdionline.com SUMMARY:Identity Best Practices: Automation the Driver for the Identity Governance Journey DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062420identity/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200625T120000 DTEND;TZID=America/New_York:20200625T133000 DTSTAMP:20260404T194137 CREATED:20200424T194154Z LAST-MODIFIED:20200625T133928Z UID:47532-1593086400-1593091800@bdionline.com SUMMARY:Your Remote Workforce: Securing the Next Normal DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062520workforce/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200625T120000 DTEND;TZID=America/New_York:20200625T133000 DTSTAMP:20260404T194137 CREATED:20200506T200135Z LAST-MODIFIED:20200625T153242Z UID:47931-1593086400-1593091800@bdionline.com SUMMARY:Insurance\, Digital Collaboration and the New Normal - Beyond Video Conferencing DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062520insurance/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200625T120000 DTEND;TZID=America/New_York:20200625T133000 DTSTAMP:20260404T194137 CREATED:20200508T184138Z LAST-MODIFIED:20200625T153309Z UID:48058-1593086400-1593091800@bdionline.com SUMMARY:Securing Accelerated Transformation: Aggregating\, Analyzing\, and Modeling Critical Enterprise Data DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/062520transformation/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200713T080000 DTEND;TZID=America/New_York:20200713T170000 DTSTAMP:20260404T194137 CREATED:20200713T173600Z LAST-MODIFIED:20200803T193948Z UID:49477-1594627200-1594659600@bdionline.com SUMMARY:The Enterprise Infrastructure of Work from Anywhere DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/072920enterprise-form/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200714T120000 DTEND;TZID=America/New_York:20200714T133000 DTSTAMP:20260404T194137 CREATED:20200528T170710Z LAST-MODIFIED:20200710T134719Z UID:48486-1594728000-1594733400@bdionline.com SUMMARY:Pandemic as a Change Agent: Scaling Human Interaction in our New World DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/071420interaction/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200714T120000 DTEND;TZID=America/New_York:20200714T133000 DTSTAMP:20260404T194137 CREATED:20200528T195916Z LAST-MODIFIED:20210107T193706Z UID:48509-1594728000-1594733400@bdionline.com SUMMARY:How Viacom Digitally Transformed their Business with Equinix and Google DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/071420transform/ LOCATION:NY END:VEVENT END:VCALENDAR