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:20240310T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20241103T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20250309T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20251102T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20260308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20261101T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Denver BEGIN:DAYLIGHT TZOFFSETFROM:-0700 TZOFFSETTO:-0600 TZNAME:MDT DTSTART:20240310T090000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0700 TZNAME:MST DTSTART:20241103T080000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0700 TZOFFSETTO:-0600 TZNAME:MDT DTSTART:20250309T090000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0700 TZNAME:MST DTSTART:20251102T080000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0700 TZOFFSETTO:-0600 TZNAME:MDT DTSTART:20260308T090000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0700 TZNAME:MST DTSTART:20261101T080000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Chicago BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20240310T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20241103T070000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20250309T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20251102T070000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20260308T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20261101T070000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Los_Angeles BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20240310T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20241103T090000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20250309T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20251102T090000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20260308T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20261101T090000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20250211T120000 DTEND;TZID=America/New_York:20250211T140000 DTSTAMP:20260403T162656 CREATED:20250106T220607Z LAST-MODIFIED:20260203T172800Z UID:108258-1739275200-1739282400@bdionline.com SUMMARY:Embracing the Change of Generative AI in Marketing 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/021125/ LOCATION:Taverna\, 800 Emerson St\, Palo Alto\, CA\, 94301\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/Adobe-Palo-Alto.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250212T120000 DTEND;TZID=America/New_York:20250212T140000 DTSTAMP:20260403T162656 CREATED:20250106T225503Z LAST-MODIFIED:20260203T172759Z UID:108317-1739361600-1739368800@bdionline.com SUMMARY:Embracing the Change of Generative AI in Marketing 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/021225/ LOCATION:Aqimero\, 10 Ave Of The Arts\, Philadelphia\, PA\, 19102\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/Adobe-Philly.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250226T120000 DTEND;TZID=America/New_York:20250226T140000 DTSTAMP:20260403T162656 CREATED:20250108T182635Z LAST-MODIFIED:20260203T172757Z UID:108444-1740571200-1740578400@bdionline.com SUMMARY:Embracing the Change of Generative AI in Marketing 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/022625/ LOCATION:Chamberlain’s Steak and Fish\, 5330 Belt Line Road\, Dallas\, TX\, 75254\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/Adobe-Dallas.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250305T120000 DTEND;TZID=America/New_York:20250305T140000 DTSTAMP:20260403T162656 CREATED:20250109T173155Z LAST-MODIFIED:20260203T172755Z UID:108522-1741176000-1741183200@bdionline.com SUMMARY:Equinix Engage: Real-World Insights From Today’s Leaders In AI 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/030525/ LOCATION:Davio’s\, 3500 Peachtree Rd NE\, Atlanta\, GA\, 30326\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/Equinix-ATL.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250306T173000 DTEND;TZID=America/New_York:20250306T200000 DTSTAMP:20260403T162656 CREATED:20250113T212108Z LAST-MODIFIED:20260203T172754Z UID:108636-1741282200-1741291200@bdionline.com SUMMARY:Data. AI. The Next Frontier 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/030625/ LOCATION:Taverna\, 800 Emerson St\, Palo Alto\, CA\, 94301\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/TIBD-BAYd-1.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250311T120000 DTEND;TZID=America/New_York:20250311T143000 DTSTAMP:20260403T162656 CREATED:20250115T213943Z LAST-MODIFIED:20260203T172753Z UID:108521-1741694400-1741703400@bdionline.com SUMMARY:Equinix Engage: Real-World Insights From Today’s Leaders in AI 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/031125/ LOCATION:Aqimero\, 10 Ave Of The Arts\, Philadelphia\, PA\, 19102\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/01/EquinixFeaturedImagephilly.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250312T120000 DTEND;TZID=America/New_York:20250312T140000 DTSTAMP:20260403T162656 CREATED:20250122T122624Z LAST-MODIFIED:20260203T172751Z UID:109080-1741780800-1741788000@bdionline.com SUMMARY:Transforming Digital Marketing with AI 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/031225/ LOCATION:Davio’s\, 3500 Peachtree Rd NE\, Atlanta\, GA\, 30326\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/01/Siteimproveatlantafeaturedimage-1.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Denver:20250313T173000 DTEND;TZID=America/Denver:20250313T200000 DTSTAMP:20260403T162656 CREATED:20250109T180756Z LAST-MODIFIED:20260203T172750Z UID:108532-1741887000-1741896000@bdionline.com SUMMARY:Equinix Engage: Real-World Insights From Today’s Leaders in AI 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/031325/ LOCATION:ELWAY’S Downtown\, 1881 Curtis Street\, Denver\, CO\, 80202\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/01/EquinixFeaturedImagedenverwebp.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250319T173000 DTEND;TZID=America/New_York:20250319T200000 DTSTAMP:20260403T162656 CREATED:20250116T184053Z LAST-MODIFIED:20260203T172747Z UID:108928-1742405400-1742414400@bdionline.com SUMMARY:GenAI Roundtable For Enterprise Innovation - An Executive Dinner & Wine Tasting For Technology Leaders 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/031925/ LOCATION:Fia Restaurant\, The Burgess Hotel 3600 Piedmont Rd NE\, Atlanta\, GA\, 30305\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/01/amd-atlanta.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250401T120000 DTEND;TZID=America/New_York:20250401T140000 DTSTAMP:20260403T162656 CREATED:20250213T165547Z LAST-MODIFIED:20260203T172746Z UID:109562-1743508800-1743516000@bdionline.com SUMMARY:AI for Financial Institutions: Scalable Architectures\, AI Agents & Open-Source Innovation 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/040125/ LOCATION:Oceana\, 120 W 49th St\, New York\, NY\, 10020\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/02/HPE-NVIDIANYC.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Denver:20250402T120000 DTEND;TZID=America/Denver:20250402T140000 DTSTAMP:20260403T162656 CREATED:20250218T144016Z LAST-MODIFIED:20260203T172745Z UID:109418-1743595200-1743602400@bdionline.com SUMMARY:Transforming Digital Marketing with AI 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/040225/ LOCATION:ELWAY’S Downtown\, 1881 Curtis Street\, Denver\, CO\, 80202\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/02/Siteimprovefeaturedimagedenver.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250403T120000 DTEND;TZID=America/New_York:20250403T140000 DTSTAMP:20260403T162656 CREATED:20250214T192253Z LAST-MODIFIED:20260203T172744Z UID:109600-1743681600-1743688800@bdionline.com SUMMARY:Rewire for Data & AI Workshop: Northern Virginia 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/040325/ LOCATION:Digital Realty Data Center\, 43940 Digital Loudoun Plaza (Bldg G)\, Ashburn\, VA\, 20147\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/02/digital-realty-VA.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250415T120000 DTEND;TZID=America/New_York:20250415T140000 DTSTAMP:20260403T162656 CREATED:20250214T201022Z LAST-MODIFIED:20260203T172742Z UID:109650-1744718400-1744725600@bdionline.com SUMMARY:The Future of Enterprise Data and AI: Architectures\, Innovations\, and Intelligent Systems 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/041525/ LOCATION:Del Frisco’s Double Eagle Steak House\, 5905 Legacy Dr Suite A120\, Plano\, TX\, 75024\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/02/Screenshot-2025-02-14-at-1.09.32 PM.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Chicago:20250416T120000 DTEND;TZID=America/Chicago:20250416T140000 DTSTAMP:20260403T162656 CREATED:20250219T162658Z LAST-MODIFIED:20260203T172741Z UID:109435-1744804800-1744812000@bdionline.com SUMMARY:Transforming Digital Marketing with AI 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/041625/ LOCATION:Del Frisco’s Double Eagle Steak House\, 5905 Legacy Dr Suite A120\, Plano\, TX\, 75024\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/02/Siteimprovefeaturedimagedallas.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250422T120000 DTEND;TZID=America/New_York:20250422T140000 DTSTAMP:20260403T162656 CREATED:20250219T171155Z LAST-MODIFIED:20260203T172739Z UID:109891-1745323200-1745330400@bdionline.com SUMMARY:The Future of Enterprise Data and AI: Architectures\, Innovations\, and Intelligent Systems 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/042225hpe/ LOCATION:Taverna\, 800 Emerson St\, Palo Alto\, CA\, 94301\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/02/hpe-amd-palo-alto1.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250422T120000 DTEND;TZID=America/New_York:20250422T140000 DTSTAMP:20260403T162656 CREATED:20250220T173114Z LAST-MODIFIED:20260203T172519Z UID:110170-1745323200-1745330400@bdionline.com SUMMARY:Enabling AI-Powered Innovation at Scale: An API-First Future 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/042225kong/ LOCATION:Gibsons Bar & Steakhouse\, 2105 Spring Rd\, Oak Brook\, IL\, 60523\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/02/Kong-Chicago-.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250423T173000 DTEND;TZID=America/New_York:20250423T200000 DTSTAMP:20260403T162656 CREATED:20250221T175417Z LAST-MODIFIED:20260203T172518Z UID:110369-1745429400-1745438400@bdionline.com SUMMARY:Scaling AI-Powered Innovation: Unlocking APIs for Financial Institutions 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/042325/ LOCATION:Butter\, 70 W 45th St\, New York\, NY\, 10036\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/02/kong-NYC.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20250429T120000 DTEND;TZID=America/Los_Angeles:20250429T140000 DTSTAMP:20260403T162656 CREATED:20250219T164501Z LAST-MODIFIED:20260203T172516Z UID:109445-1745928000-1745935200@bdionline.com SUMMARY:Transforming Digital Marketing with AI 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/042925/ LOCATION:Ascend Prime\, 10400 NE 4th Street\, Suite 3100\, Bellevue\, WA\, 98004\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/02/Siteimprovefeaturedimageseattle.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250507T120000 DTEND;TZID=America/New_York:20250507T140000 DTSTAMP:20260403T162656 CREATED:20250402T150230Z LAST-MODIFIED:20260203T172514Z UID:111208-1746619200-1746626400@bdionline.com SUMMARY:Unlocking Agility and Scale in Marketing with AI 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/050725/ LOCATION:Fin & Fino\, 135 Levine Avenue of the Arts\, Charlotte\, NC\, 28202\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/04/AdobeCharlotte.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250515T120000 DTEND;TZID=America/New_York:20250515T140000 DTSTAMP:20260403T162656 CREATED:20250328T145102Z LAST-MODIFIED:20260203T172511Z UID:110703-1747310400-1747317600@bdionline.com SUMMARY:Transforming Digital Marketing with AI 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/051525/ LOCATION:2941\, 2941 Fairview Park Dr.\, Falls Church\, 22042\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/03/SiteimproveDCwebp.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250521T120000 DTEND;TZID=America/New_York:20250521T140000 DTSTAMP:20260403T162656 CREATED:20250421T173919Z LAST-MODIFIED:20260203T172508Z UID:111651-1747828800-1747836000@bdionline.com SUMMARY:Rewire for Data and AI Workshop: Dallas 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/052125dr/ LOCATION:Digital Realty Data Center – DFW18\, 1210 Integrity Drive\, Richardson\, 75081\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/04/DigitalRealtyDallas.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Chicago:20250521T120000 DTEND;TZID=America/Chicago:20250521T153000 DTSTAMP:20260403T162656 CREATED:20250402T153109Z LAST-MODIFIED:20260203T172507Z UID:111152-1747828800-1747841400@bdionline.com SUMMARY:Rewire for Data and AI Workshop: Dallas 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/052125/ LOCATION:Digital Realty Data Center – DFW18\, 1210 Integrity Drive\, Richardson\, 75081\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/04/DigitalRealtyDallas.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250603T120000 DTEND;TZID=America/New_York:20250603T140000 DTSTAMP:20260403T162656 CREATED:20250408T182438Z LAST-MODIFIED:20260203T172505Z UID:111293-1748952000-1748959200@bdionline.com SUMMARY:Agentic AI in Action: Autonomous Systems & Intelligent Workflows for Financial Services 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/060325/ LOCATION:Oceana\, 120 W 49th St\, New York\, NY\, 10020\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/02/HPE-NVIDIANYC.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250605T120000 DTEND;TZID=America/New_York:20250605T140000 DTSTAMP:20260403T162656 CREATED:20250409T171617Z LAST-MODIFIED:20260203T172501Z UID:111407-1749124800-1749132000@bdionline.com SUMMARY:Unlocking Agility and Scale in Marketing with AI 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/060525/ LOCATION:Butter\, 70 W 45th St\, New York\, NY\, 10036\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2024/04/Adobe-nyc.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Chicago:20250605T173000 DTEND;TZID=America/Chicago:20250605T200000 DTSTAMP:20260403T162656 CREATED:20250409T122123Z LAST-MODIFIED:20260203T172459Z UID:111325-1749144600-1749153600@bdionline.com SUMMARY:Equinix Engage: Real-World Insights From Today’s Leaders in AI 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/060525equinix/ LOCATION:Gibsons Steakhouse\, 1028 N Rush Street\, Chicago\, IL\, 60611\, United States CATEGORIES:Event Calendar ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2025/04/equinix_chicago-2.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250611T180000 DTEND;TZID=America/New_York:20250611T200000 DTSTAMP:20260403T162656 CREATED:20250506T183011Z LAST-MODIFIED:20260203T172455Z UID:111962-1749664800-1749672000@bdionline.com SUMMARY:Advancing AI Executive Dinner & Winetasting: Building the Future of Enterprise Innovation 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/061125amd1/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/05/AM-ADVANCING-AI-PREIVEIW-IMAGE.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20250611T180000 DTEND;TZID=America/Los_Angeles:20250611T210000 DTSTAMP:20260403T162656 CREATED:20250512T172316Z LAST-MODIFIED:20260203T172454Z UID:112443-1749664800-1749675600@bdionline.com SUMMARY:Advancing AI Executive Dinner & Winetasting: Building the Future of Enterprise Innovation with AMD & Supermicro 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/061125amd_supermicro/ LOCATION:Meso\, 3060 Olsen Dr #50\, San Jose\, CA\, 95128\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/05/AM-ADVANCING-AI-PREIVEIW-IMAGE.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20250611T180000 DTEND;TZID=America/Los_Angeles:20250611T210000 DTSTAMP:20260403T162656 CREATED:20250512T180452Z LAST-MODIFIED:20260203T172453Z UID:112482-1749664800-1749675600@bdionline.com SUMMARY:Advancing AI Executive Dinner & Winetasting: Building the Future of Enterprise Innovation with AMD & AWS 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/061125amd_aws/ LOCATION:Morton’s The Steakhouse\, 184 S Market St Ste 100\, San Jose\, CA\, 95113\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/05/AM-ADVANCING-AI-PREIVEIW-IMAGE.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20250611T180000 DTEND;TZID=America/New_York:20250611T210000 DTSTAMP:20260403T162656 CREATED:20250512T183436Z LAST-MODIFIED:20260203T172452Z UID:112505-1749664800-1749675600@bdionline.com SUMMARY:Advancing AI Executive Dinner & Winetasting: Building the Future of Enterprise Innovation 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/061125amd_vultr/ LOCATION:Mastro’s Steakhouse\, 2855 Stevens Creek Blvd Suite 1860\, Santa Clara\, CA\, 95050\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/05/AM-ADVANCING-AI-PREIVEIW-IMAGE.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20250611T180000 DTEND;TZID=America/Los_Angeles:20250611T210000 DTSTAMP:20260403T162656 CREATED:20250512T192316Z LAST-MODIFIED:20260203T172451Z UID:112556-1749664800-1749675600@bdionline.com SUMMARY:Advancing AI Executive Dinner & Winetasting: Building the Future of Enterprise Innovation with AMD & Lenovo 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/061125amd_lenovo/ LOCATION:MILAN\, 1712 Meridian Avenue\, San Jose\, CA\, 95125\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2025/05/AM-ADVANCING-AI-PREIVEIW-IMAGE.png END:VEVENT END:VCALENDAR