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: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 BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20270314T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20271107T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Denver 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 BEGIN:DAYLIGHT TZOFFSETFROM:-0700 TZOFFSETTO:-0600 TZNAME:MDT DTSTART:20270314T090000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0700 TZNAME:MST DTSTART:20271107T080000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Chicago 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 BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20270314T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20271107T070000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20260414T173000 DTEND;TZID=America/New_York:20260414T200000 DTSTAMP:20260409T125357 CREATED:20260210T204518Z LAST-MODIFIED:20260331T162015Z UID:120090-1776187800-1776196800@bdionline.com SUMMARY:Operationalizing AI at Scale: The Enterprise AI Factory Playbook 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/041426/ LOCATION:The Sea by Alexander’s Steakhouse\, 4269 W El Camino Real\, Palo Alto\, CA\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/02/hpe-nvidia-palo-alto-1.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260415T120000 DTEND;TZID=America/New_York:20260415T140000 DTSTAMP:20260409T125358 CREATED:20260210T152932Z LAST-MODIFIED:20260406T212044Z UID:119965-1776254400-1776261600@bdionline.com SUMMARY:Virtualization in the Age of AI: Building a Flexible Hybrid Cloud Foundation 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/041526/ LOCATION:Monterey\, 37 E 50th St\, New York City\, NY\, 10022\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2026/02/Untitled-1-1.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260416T173000 DTEND;TZID=America/New_York:20260416T200000 DTSTAMP:20260409T125358 CREATED:20260210T193653Z LAST-MODIFIED:20260401T162859Z UID:120028-1776360600-1776369600@bdionline.com SUMMARY:Operationalizing AI at Scale: The Enterprise AI Factory Playbook 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/041626/ LOCATION:Morton’s The Steakhouse Rosemont\, 9525 W Bryn Mawr Ave\, Rosemont\, 60018\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/02/HPE-NVIDIA-CHICAGO-26.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Denver:20260423T120000 DTEND;TZID=America/Denver:20260423T140000 DTSTAMP:20260409T125358 CREATED:20260209T175944Z LAST-MODIFIED:20260320T154507Z UID:119934-1776945600-1776952800@bdionline.com SUMMARY:Virtualization in the Age of AI: Building a Flexible Hybrid Cloud Foundation 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/042326_greenlake/ LOCATION:Guard And Grace\, 1801 California Street\, Denver\, CO\, 80202\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2026/02/hpe_greenlake-template1.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260430T173000 DTEND;TZID=America/New_York:20260430T200000 DTSTAMP:20260409T125358 CREATED:20260310T181614Z LAST-MODIFIED:20260323T171937Z UID:120631-1777570200-1777579200@bdionline.com SUMMARY:AI Agent Identity Security: Governing Autonomous Access Across the Enterprise 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/043026/ 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/2026/03/nyc-aws-akeyless1.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260505T173000 DTEND;TZID=America/New_York:20260505T200000 DTSTAMP:20260409T125358 CREATED:20260317T204319Z LAST-MODIFIED:20260406T185959Z UID:120903-1778002200-1778011200@bdionline.com SUMMARY:Operationalizing AI at Scale: Moving Enterprise AI from Pilot to Production 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/050526/ LOCATION:Davio’s Boston Seaport\, 26 Fan Pier Boulevard\, Boston\, MA\, 02210\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/03/BOSTON-.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260514T173000 DTEND;TZID=America/New_York:20260514T200000 DTSTAMP:20260409T125358 CREATED:20260318T192503Z LAST-MODIFIED:20260401T172124Z UID:120957-1778779800-1778788800@bdionline.com SUMMARY:Operationalizing AI at Scale: Moving Enterprise AI from Pilot to Production 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/051426/ 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/2026/03/hpe-nvidia-philly.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260519T120000 DTEND;TZID=America/New_York:20260519T140000 DTSTAMP:20260409T125358 CREATED:20260330T195659Z LAST-MODIFIED:20260408T200426Z UID:121176-1779192000-1779199200@bdionline.com SUMMARY:Managing Risk Beyond the Traditional Perimeter: Building Consistent Controls Across Physical and Digital Environments 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/051926/ LOCATION:Noa\, 77 S 7th St\, Minneapolis\, MN\, 55402\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/03/Envoy-Minnepolis.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260520T080000 DTEND;TZID=America/New_York:20260520T170000 DTSTAMP:20260409T125358 CREATED:20260319T172049Z LAST-MODIFIED:20260406T163750Z UID:120978-1779264000-1779296400@bdionline.com SUMMARY:Operationalizing AI at Scale: Moving Enterprise AI from Pilot to Production 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/052026/ LOCATION:Harry Caray’s\, 33 W. KINZIE STREET\, CHICAGO\, IL\, 60654\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/03/hpe-nvidia-chicago2.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Chicago:20260602T120000 DTEND;TZID=America/Chicago:20260602T140000 DTSTAMP:20260409T125358 CREATED:20260320T182535Z LAST-MODIFIED:20260324T202935Z UID:121008-1780401600-1780408800@bdionline.com SUMMARY:Ignoring Culture in the Age of AI: The Hidden Cost During Times of Uncertainty 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/060226/ LOCATION:Remington’s\, 20 N Michigan Ave\,\, Chicago\, IL\, 60602\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/webp:https://bdionline.com/wp-content/uploads/2026/03/Untitled-1-20-03-2026-20-31-43.webp END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20260603T173000 DTEND;TZID=America/New_York:20260603T200000 DTSTAMP:20260409T125358 CREATED:20260325T193949Z LAST-MODIFIED:20260402T211440Z UID:121062-1780507800-1780516800@bdionline.com SUMMARY:Managing Risk Beyond the Traditional Perimeter: Building Consistent Controls Across Physical and Digital Environments 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/060326/ LOCATION:Davios Back Bay\, 75 Arlington Street\, Boston\, MA\, 02116\, United States CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2026/03/envoy-boston.png END:VEVENT END:VCALENDAR