Good morning, and thanks to each of you as always for your interest in BSY. In these first operating results reporting in new roles, our lineup will remain the same, but the format is updated to correspond to new responsibilities. In particular, I bequeath to Nicholas as CEO the charts to review our operating performance numbers, especially ARR growth as our key indicator, along with his expanded commentary on the underlying tone of business across all notable dimensions. As now Executive Chair, my perspective on directions and developments will, here and henceforth, be qualitative and comparatively succinct. While I think our ’24 Q2 operating results should be recognized as commendably robust on their face, my qualitative characterization of the quarter is even more favorable. In all around pace and balance, it seems to me, with now perhaps the benefit of a broader perspective in my new role, that everything has come together more so than ever. Hence some observations on our busyness directions in keeping with my new qualitative focus. For me, BSY business describes the unprecedented stride now being hit both in our infrastructure engineering end markets and in our own efficient execution which will be further detailed in turn by Nicholas and Werner. And speaking of quality, rarely if ever in my experience has our ARR growth shown as much balance, visibility and linearity as it has of late. In fact, I consider the fundamentals of our business to have further improved year-over-year as would be reflected in ARR growth net of subsiding inflation-based escalation, intentional commercial model changes in China and onboarding from programmatic acquisitions. Likewise, I think 2024 revenues have significantly grown in quality with recurring subscription revenues surpassing 90% of the total by virtue of mid-double-digit year-to-date growth in subscription revenue that is virtually all organic. And my new focus on qualitative observations leads me to also emphasize the transparency and accounting quality of our revenues, rare or unique among even software peers with likewise subscription preponderance. Our distinction is that we have virtually no multiyear recognition or billing as is elsewhere booked at the expense of the future. Moreover, by virtue of our ever growing E365 plurality, over three quarters of our subscription revenues are recognized strictly ratably throughout the year for which we collect in advance, with only the shrinking remainder of less than 25% still subject to any 606 obscurity even just across quarters. Our, what you see is what we get revenue quality in turn makes our profitability margins meaningful and consistent. And as you know, for further financial transparency and usefulness, our key profitability metric, adjusted operating income inclusive of stock-based compensation, tracks reliably with cash flows after stock repurchases to offset the dilution which would otherwise result. Incidentally, for the first half of 2024, all of these measures thus follow suit with subscription revenues in significant favorable variances. Lastly, among qualitative observations of our unprecedented busyness, recall my high hopes for our asset analytics initiatives to make a mark in 2024. In this incremental opportunity, beyond our existing commercial model where ARR is charged per user, our asset analytics subscriptions are charged per asset for insights derived through AI from digital twin cloud services. While still not quite moving our overall ARR growth needle, I'm pleased to say that in ‘24 Q2, asset analytics did reach the pace of ARR growth, a rate of eight digits for the year, which I posited last quarter as a reasonable aspiration. Turning now to such long-term prospects, the asset analytics initiative is characteristic of the auspicious expectations I have for our new generational leaders to explore and develop incremental opportunities. While I am confident that we have the right leadership, I regard it as my responsibility as executive chair to make sure that our board structures the appropriate incentives and rewards for success in succession, given what we've organizationally learned. And it happens that in a month, we will officially celebrate the 40th anniversary of Bentley Systems. Coinciding as this does with our CEO transition, it has been natural and important for me to reflect on the factors that I think have contributed to BSY remaining, in my humble assessment, sufficiently entrepreneurial for so long, and what we can do to perpetuate that growth mindset culture and its sustained compounding performance? Significantly, I think a stalwart constant ever since our founding 40 years ago has been our unusual executive bonus plan for top management. Having been a primary beneficiary of that plan for the last 33 years and still remaining so as per this recent disclosure filing, I feel entitled to say with some authority that the design and operation of this plan on the one hand and BSY's continually compounded growth and profitability and, hence, share valuation on the other hand, have not been just coincidental. The plan has incentivized just that. By paying me an established fixed percentage, of operating income each quarter for the very long-term. At the outset of the plan, of course, our operating income magnitude was insignificant compared to today's, but knowing that the parameters of this plan would prevail indefinitely, as CEO, I could and did all along the way make intentionally long sided resource allocation decisions to benefit the magnitude per share of future profitability, sowing the seeds for incentives reaped more recently. These days, the same underlying premise tends to be enshrined in the market as a rule of 40. At BSY, where this plan set our compass to engrain a growth mindset, as we reach our 40th anniversary and even in our conservative way of calculating operating income after stock-based compensation, we have reached the rules 40 and counting as this chart shows. So, on this occasion of our first CEO transition, our shared priority to further perpetuate this compounding, likewise needs to underlie our new CEO's incentives by way of long-term visibility into his compensation opportunities comparable to what worked for me and for BSY to date. During ’24 Q2, our board's sustainability committee finalized this new CEO compensation plan anchored by what is indeed meant to be a career stock program for Nicholas. It incorporates the distinctive and proven philosophy of our historical executive bonus plan, but refactored and modernized to begin now with our current profitable public company point of departure. Career stock awards and appreciation are designed to provide the increasing majority of cumulative CEO earnings over what we expect to be another tenure of double-digit years. As in our original plan, the career stock program pays out, in this case as an annual restricted stock award, an established fixed percentage of operating income, but now only to the extent of growth above and also fixed threshold annual growth rate. Each such annual grant does not vest until after five years of continued service to assure a sufficient rolling horizon for everyone to plan for. But importantly, during those rolling five years, the percentage parameters of the career stock program can't be changed. Probably won't be changed even thereafter. This is of the essence. The CEO needs and deserves visibility to know how their resource allocation investment returns will be duly rewarded. It immunizes the CEO from the perverse disincentive otherwise of their goalposts being raised to the very extent they succeed. By continuing and compounding BSY's dependable growth, the CEO's career stock will accumulate and compound to result in a competitively benchmarked and deserved reward over the course of a desired decade plus at the helm. But as importantly, the career stock program appropriately contemplates our next CEO retirement. Though we believe in the value of continuity, recent events, and I'm not talking about my retirement mainly. Reinforce the virtue of a top leader not being incented to outstay their effectiveness. The vesting of all earned career stock accelerates upon an expected tenure as CEO that we have mutually agreed, facilitating the decision then to retire. Through career stock, our first generation of BSY leadership now as board members has in mind to program our new generational leadership to benefit much and most from the long-term thinking which we believe has served us optimally and as much in the capacity of owners as executives for our 40 years so far. And speaking of our confidence in such succession, may I introduce for the first time as CEO, Nicholas Cummins to cover operating perspectives and operating performance. Thanks.