David Thomas Email & Phone Number

The Hague, Zh, Nl

Amsterdam (Schiphol)

BME | Building Materials Europe is the former European Distribution division of CRH and is owned by Blackstone, one of the world’s leading private equity funds, since 1 November 2019.Within BME Group I am responsible for Total Rewards, Performance Management and HR Information Systems.

The Hague Area, Netherlands

DWT Consultancy delivers (interim) consultancy services in all stages of the Employee Experience. The ultimate Employee Experience has the following five phases: Welcome, Help, Grow, Reward and Offboard. Each phase consists of specific solutions further specified in the attachment. Next to that we offer general HR/Reward solutions. Our motto is to make complex matters simple, for start-ups, scale-ups, mid-market organizations or corporates- Interim HR Reward (Compensation & Benefits) services to keep the Reward function up and running, e.g. during special projects, peaks, vacancy or maternity leave- Reward strategy and reward policies (base pay structure, including salary scales fitting to function house and salary increase policy; short-term incentives, e.g. performance bonus, sales commissions and spot/recognition awards; long-term incentives, e.g. stock options, share appreciation rights, employee share purchase, restricted stock units, restricted stock and performance shares, considering tax, legal, accounting, corporate governance, share valuation, employee communication and negotiations with tax authorities, in all eligible countries)- Employee manual / personnel handbook / collective labour agreements- HR/reward related processes and procedures for HR, payroll and finance- Performance management methodology and annual performance management round- Function house, including job families, job functions, job descriptions, salary structure and transitional rules- Total rewards costs and cost containment strategies- HR operations, administration and payroll / HR Information Systems

Business Development (temporary) for Shareholders' Say on Directors' Pay based on Shareholder Rights Directive, applicable to companies registered in the Netherlands and listed on an EU stock exchange. This ‘say on pay’ will involve shareholders in the process of establishing, voting and publishing remuneration policies and reports for their management and supervisory board members. Deloitte has developed the Executive Reward LAB to assist companies with the implementation. To prepare for the LAB Deloitte can execute a GAP analysis of the current remuneration policy against the new requirements.

Leiden

- Overall responsible for all HR related topics for ProQR, a scale-up US listed biotech company with 130 employees of 30 nationalities, including around 25 international hires, with offices in Netherlands and US.- Responsible for modernizing and implementing compensation & benefits programs and policies, including executing the performance management cycle, salary and benefits benchmarks, job grading, and the annual salary, bonus and long-term incentives round for the executives and employees in Netherlands and US. - Responsible for optimizing the entire employee experience with clear processes and internal communication.- Responsible for innovation, professionalization and simplification of overall HR services in Netherlands and US, including recruiting, learning and development, HR operations, payroll, employment agreements and HR correspondence.

The Hague Area, Netherlands

- Overall responsible for all HR related topics for T-Mobile Netherlands, the number 3 Dutch telecom provider with 1,600 employees of 25 nationalities.- Member of the T-Mobile Netherlands Executive Committee.- Responsible for the following service areas within HR: HR Business Partnering, HR Solutions & Reward (Compensation & Benefits), HR Learning & Development, HR Operations, HR Reporting & Analytics, HR Communication, Recruitment, Facilities, HR Governance & Marketing, and Safety, Health and Environment, for the headquarter (1,000 employees) and the retail organization (600 employees in 120 shops).- Driver of T-Mobile’s People Vision by execution initiatives to achieve goals to meet business strategy and responsible for most effective and (cost) efficient way of implementation of HR products and services.- Driver of company restructuring, transformation and cultural behavior programs.- Negotiating with works council and trade unions regarding co-determination issues. - Responsible for transformation of Performance Management into Great Conversation and split of performance and reward.- Responsible for all compensation & benefits policies, personnel administration, payroll, wage tax, work cost regulation and employee manual.- Participating in and executing of international performance and reward programs for executives.- Executing annual salary and bonus round and introducing value creation incentive plan. - Leading international assignments and mobility of executives and employees.- Leader of the self-organizing team of 20 internal FTE and several outsourced parties (HR Operations, Recruitment, Health, Lease Car Administration and Facilities).

The Hague Area, Netherlands

- Responsible for translating all Human Resources related topics (other than payroll and administration) in the field of HR products, services, development and reward (Compensation & Benefits) into a sustainable solution for T-Mobile. This includes the communication and marketing of the products and services and laying them down in policies and procedures. - Responsible for HR Governance: the end-to-end deployment, including the marketing and communication, of all Human Resources products and services, and the HR service and program/project management, focusing on the most effective and efficient HR service delivery.- Responsible for Organizational Development & Learning: like management development, talent development, T-Mobile Campus and inhouse training programs.- Responsible for Reward: translating the T-Mobile strategy into state-of-the-art compensation & benefits policies and products.- Responsible for all other issues that needed an HR solution that was not delivered by HR Operations or HR Business Partnering.- Manage, lead and develop the compensation & benefits team of six colleagues. - Member of the HR Management Team.

Den Haag

- Overall responsible for all reward related topics for headquarter and retail organization of T-Mobile Netherlands, the number 3 Dutch telecom provider.- Responsible for translating the T-Mobile business strategy into state-of-the-art reward (compensation & benefits) policies and products.- Owner of the compensation practices, policies and employee relations process (works council and union) to develop competitive and attractive reward policies.- Adviser of HR Director and Executive Committee about the developments in the compensation & benefits area and the consequences for the strategic decisions of the Executive Committee.- Adviser of Executive Committee for their personal reward and international assignment issues.- Definer and executer of the T-Mobile reward framework.- Coordinator of compensation structures in the organization (grading system, job evaluation system, job description policy, salary adjustment policy, promotion policy, etc).- Coordinator of compensation processes like the salary planning, bonus planning and incentive schemes in relation to performance management.- Lead and develop the compensation & benefits team of five colleagues.- Member of the HR Management Team.- Member of the European Deutsche Telekom reward team, delivering on international C&B projects covering 13 European countries.

Adviser in the areas of remuneration, employment conditions, global executive and equity compensation, (international) compensation & benefits, global mobility, wage tax, social insurance and income tax, viewed from the position that is best for the client (e.g. the CEO, CFO, controller, salary administrator or HR manager) and his employees. Within that advice, I paid specific attention to, among other things, employment conditions, equity incentives (share-related remuneration, such as Share Options, Shares, Share Appreciation Rights, Restricted Stock, Restricted Stock Units, and all aspects thereof, like wage tax, income tax, corporate income tax, VAT, legal and accounting), payroll processes, labor costs scheme, expats / mobility and outsourcing external parties. I have always been an adviser for national and international employers, executives and employees. I liked to operate on the cutting edge of Tax and HR. I was employed within Global Executive & Equity Compensation, part of the Global Employer Services practice within Deloitte Tax Advisers. My clients were in the range from big international, quoted companies to local clients and start-ups. I managed many cross-country, international projects for up to 80 countries. I was also the Lead Value Propositions of Global Employer Services, responsible for the inventory, prioritization, packaging, communication and go-to-market of knowledge in Value Propositions. Next to that I have been setting up a training courses program for Global Employer Services within the Deloitte Academy, I have organized several round tables around equity incentives and I was presenting on various internal and external trainings/seminars/presentations about reward policies.

Deloitte Flexible Resource Solutions (Memberz) focused on the topic "flexibilization of the labor market", one of the most important HR trends at that moment, with an increase in the hiring of flex workers, such as freelancers, temporary workers and seconded staff. Memberz advised organizations on implementing a flexible resource strategy based on which an organization could make well-founded choices for the flexibility of the workforce. This lead to a vision and a concrete flexible resource strategy to anticipate economic and labor market developments. In addition, Memberz helped organizations to optimize the process of hiring externals with which an organization could considerably save on costs and run fewer risks.My role in Memberz was setting up a new enterprise and new services within Deloitte under a new brand name, along with two colleagues. Services around advising on flexibility of the labor market and hiring external self-employed contractors. Main activities: drawing up business cases, substantively and financially, and defend and argue them on a monthly basis for the Deloitte Innovation Council and Deloitte partners, design and development of services to be performed, execution of go-to-market of products and services, development of marketing materials. At the same time, I was also a project member of ‘Centralization External Hiring at Deloitte’ and ‘Setting up Deloitte’s FlexCenter’. Main activities: initial research to decrease hiring costs, reduce tax and legal risks and improve quality to internal customers, implementing an optimized process for the hiring of external contractors, including drawing up tax and legal procedures and processes for the FlexCenter, tax and independence checklists for external contractors and drawing up a horizontal supervision agreement with the Dutch tax authorities.

Rotterdam Area, Netherlands

In my role as Director Global Employer Services I was also managing a team of approximately 60 staff in the Amsterdam, Rotterdam and Eindhoven office, specialized in Expatriate Tax Compliance, with the following responsibilities: responsible for cost center, adding efficiency, reduce delays in production, design strategy of team towards autonomy, responsible for delivering high quality income tax returns and services to clients, performance counselor of staff, hiring and firing and coaching of staff, responsible for employability, chargeability and formation planning of staff, finance position of team, expand product and service development, contribute to drawing career lines of higher professionals, flexible working for employees and variable pay scheme Global Employer Services.

Rotterdam Area, Netherlands

In my role as Director Global Employer Services I was also managing a team of approximately 20 staff in the Amsterdam and Rotterdam office, specialized in Expatriate Payroll Compliance, with the following responsibilities: responsible for cost center, responsible for delivering high quality payroll and services to clients, risk assurance, optimizing service level agreements and pricing, increasing efficiency, performance counselor of staff, hiring and firing and coaching of staff, responsible for employability, chargeability and formation planning of staff, finance position of team, expand product and service development, drawing up and implement strategy of team, implementing (twice) of new payroll software, integrating additional Amsterdam team of payroll departments and organizing several payroll round tables.

Rotterdam Area, Netherlands

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage and income tax, national insurance and global mobility, for national and international clients.

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage and income tax, national insurance and global mobility, for national and international clients. I was also an instructor of the Andersen trainings course "Wage tax in practice" (2000 – 2002), including the author of the training materials.

Rotterdam Area, Netherlands

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage and income tax, national insurance and global mobility, for national and international clients.

Rotterdam Area, Netherlands

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage tax and national insurance, for national and international clients.

Rotterdam Area, Netherlands

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage and income tax, national insurance and global mobility, for national and international clients.

Adviser on employer - employee relationship issues, such as employment conditions, equity incentives, (international) wage and income tax, national insurance and global mobility, for national and international clients.

Doctorandus, Fiscal Economics

Activities and Societies: staff of Foundation for Fiscal Assistance “de Smeetskring”, vice president of study association VITE.

Education record

Activities and Societies: organization of annual Social Action day, organization of annual music evening, editor of school magazine