About Us

PROVEN .

Dr. Diamante brings 30 years of top-tier, cross-industry, cross-cultural, corporate and big four consulting experience. Formerly of CIT Group, a top 20 U.S. bank and division of First Citizens, Tom served as Corporate Director, Talent & Human Resources.

He is a battle-tested Human Resources executive and extensively published Organizational Psychologist. This background is a distinctive blend of pedigree management experience and academic depth. He served as Chief Human Resources Officer for a top 20 private equity wealth management firm. Prior to CIT, he held the position VP, Corporate Strategy & Development at Merrill Lynch in Global Securities Research & Economics (NY, London, Singapore). Earlier in his career, at KPMG/BearingPoint he led HR and Talent Management consulting as Senior Manager and Change Management Lead for the firm. His career began at Altria (Kraft, General Foods, Philip Morris, Miller Brewing) as HR National Manager representing one Operating Company on The Global HR Policy Committee.

Consultations enhance performance at individual and team levels. Better decision-making. Effective execution. Higher levels of accountability. An agile, adaptive, learning culture.

Tom’s practice is comprised of an interdisciplinary team of psychologists and executives rooted in senior level leadership development (executive assessment and coaching). Our focus is reducing unnecessary risk by fortifying on-boarding, succession management, talent retention and human capital-deal value protection during M&A.

Thought Leadership

Tom’s publications include books, book chapters and numerous peer-reviewed journals. These works reflect human resources strategy, talent management, selection, organizational development, individual assessment, executive coaching, in addition to change and performance management. Select publishers include Wiley, Oxford University Press, Jossey-Bass, Erlbaum, Routledge, Business Expert Press, and The American Psychological Association.

Professional Affiliations

  • Board of Governors, Member – Risk Management Association – NY Chapter
  • McKinsey – Global Executive Survey Panel
  • Board Chair Emeritus 501(c) 3 – underserved NYC schoolchildren
  • Columbia University – Mentor – Enterprise Risk – School of Professional Studies
  • Children’s Aid Society – formerly of Associates Council
  • Society for Industrial & Organizational Psychology
  • Consulting Psychology Division of American Psychological Association
  • Life Status – American Psychological Association

License & Education

  • Ph.D. The Graduate Center, City University of New York
  • B.A. Stony Brook University
  • New York State Licensed Psychologist
  • Specialization: Industrial & Organizational Psychology
  • Certified NY State Office of the Professions – Psychology
  • Certified Hogan Assessment Inventories
  • Certified NEO Personality Inventory
  • Certified Center for Creative Leadership Assessments

Awards & Distinctions

  • Member – McClean Institute of Coaching, an Affiliate of Harvard Medical College
  • Member – McKinsey Global Executive Survey Panel
  • Certified Member– International Society for Coaching Psychology
  • President’s Award Recipient – Talent Assessment, Fortune 10 Global Consumer Products
  • Book of the Year Award – Contributing Author – Academy of Human Resources Development
  • Book of the Year Award – Contributing Author – Center for Optimal Adult Learning
  • Taught for Baruch, Columbia, Cornell ILR Corporate Extension, Stony Brook University
  • Past President, New York State Psychological Association – Division of Organizational Consulting & Work Psychology

Every engagement is unique. We are not solutions in search of problems.
We dig deep, think hard and ask critical questions that aren’t always so obvious.
We engage, coalesce, analyze and create.
We enable. We build capacity.
We delight in the success of our clients.

CLIENTS .

& EMPLOYERS

Clients converted to employers and vice versa.
It’s a 30-year track record

Confidential
Chief Human Resources Officer
Top-20 Private Equity & Wealth Management

Appointed CHRO with full accountability for HR strategy, capability, and performance across a portfolio of culturally distinct entities — trust company, medical research foundations, and wealth management brokerage. Transformed HR from cost center to strategic enterprise asset through technology, talent and process improvements: 25% reduction in operating costs, 25% gain in workflow efficiency, and 33% improvement in talent engagement — all delivered within 12 months. Instituted governance frameworks, standardized practices, and technology-enabled workflows that scaled consistently across a multi-entity structure. Designed leadership sustainability programs that deepened succession continuity. Served as senior voice to ownership and the C-suite, delivering leadership cohesion, cultural alignment, and HR excellence.

CIT Financial | First Citizens Bancorp
Corporate Director, HR & Talent Management

Played a strategic role in one of the most consequential banking mergers in recent history — leading key aspects of talent and culture integration that helped forge a top 20 U.S. institution with $100B in assets under management. Protected deal value through the full M&A lifecycle, delivering strategic leadership continuity consultations and enterprise HR strategy that preserved organizational stability and accelerated post-merger performance. Advised the C-suite on the human capital dimensions of large-scale digital transformation, translating complex organizational challenges into executable leadership strategy. Designed and delivered high-potential development programs that moved senior managers into C-suite readiness. Served as trusted counsel on HR litigation prevention, protecting institutional integrity at the leadership level.

Merrill Lynch
Vice President, Corporate Strategy & Development
Global Securities Research & Economics

Operated at the intersection of strategy, leadership, and enterprise risk within one of the world’s premier financial institutions. Co-led product development across New York, London, and Singapore, driving digital transformation initiatives designed to sharpen competitive advantage and accelerate growth. Reported directly to the COO, serving as institutional steward for risk culture development, talent engagement, and executive succession. Built the management practices and accountability frameworks that elevated risk discipline across the organization — and coached C-suite leaders through the behavioral and structural demands of large-scale digital change.

Altria
National Manager, Human Resources

Selected to represent a $25B operating company on Altria’s Global HR Policy Committee — with direct accountability for enterprise-wide HR policy across a Fortune 9, $80B consumer products organization employing 100,000+ worldwide. Engineered a 50% reduction in litigation risk through restructured employee relations practices and a compliance strategy built to anticipate, not react. Neutralized class action exposure through psychometric validation of legally defensible selection instruments — converting institutional liability into durable organizational protection. Recipient of the President’s Award for distinguished business contributions through the design and execution of Leadership Assessment and Development programs that elevated capability across all six operating companies.

KPMG Consulting
Senior Manager & Change Management Lead

$20M client portfolio
33% talent engagement growth
30% profitability increase

Restructured national HR consulting practice operations for measurable performance gains. Directed proprietary diagnostic tool development, deployed firm wide. Scaled learning technology infrastructure to expand professional certifications and developmental resources across the practice. Led change management, selection and learning design consultations for private and public sector clients.

NEW ARTICLE  . “The Culture Blind Spot”, Internal Auditor Magazine Read Now

INSIGHTS .

& PUBLICATIONS

  1. Diamante, T. (2026). The Culture Blind Spot. The Internal Auditor, The Institute of Internal Auditors.
  2. Diamante, T., et al. (2023). Triggers of Violence Risk in the Workplace: Prevention & Mitigation through Integrated Management, Presentation at The Annual Conference of the New York State Psychological Association. New York, NY.
  3. Diamante, T., et al. (2021). The prevention and mitigation of workplace violence: Risk, communications and practice. New York State Psychological Association, The Journal, Spring, 19-30.
  4. Diamante, T. et al. (2020). Entrepreneurship in diverse business environments. American Psychological Association, Society for Consulting Psychology Annual Convention, Phil., PA. (APA approved continuing education)
  5. Diamante, T. (2019). Banking on Science: Building Learning Interventions that are Evidence-Based. Presentation at Division 13 American Psychological Association with Society for Psychologists in Management. February, Dallas, TX. (APA approved continuing education)
  6. Diamante, T. (2018). Conduct Risk, Culture Risk & Reputation Risk: Building Healthy, Wealthy & Wise Organizations. Moderator: Risk Management Association, December, New York, NY.
  7. Diamante, T. (2017). Measuring and mitigating conduct risk: Regulatory imperatives that implicate human capital and the building or supportive, ethical and productive cultures. Expert Panelist, Quoted in Devlin, F. The Journal of Enterprise Risk Management (June), 41-43.
  8. Diamante, T. (2015). Non-Financial Due Diligence: Protecting Investors from Unwanted Risk. New York Chapter of the Risk Management Society.
  9. Diamante, T. (2009). Authentic Performance: The valuation of behavior as a negotiated outcome. In London, M. & Smither, J. (Eds.), Performance Management. Society for Industrial & Organizational Psychology: Professional Practice Series. NY: John Wiley.
  10. Diamante, T. et al. (2007). The human resources profession catalyzes change to mitigate risk: Electronic evidence, information management and corporate culture on-the-line. HR Advisor, Spring. NY: Thomson West Publishing, 13-23.
  11. Silberstang, J. & Diamante, T. (2008). Phased and targeted interventions: Improving team learning and performance. In Sessa, V. & London, M. (Eds.), Work Group Learning. Mahwah, NJ: Lawrence Erlbaum.
  12. Diamante, T. & Ashley, A. (2008). Closing the gap between business and technology. In Mackenzie & Rosenberg (Eds.), Emerging Theories for Educators and Practitioners. Newcastle, UK: Cambridge Scholars Press.
  13. Diamante, T. & Ashley, A. (2007). Conquering the business-technology divide: A roadmap for accelerating technology projects in a harsh regulatory environment. Journal of Business & Economic Studies, Fall, 47-62.
  14. Diamante, T. (1998). A close look at organizational transformation: What works & what doesn’t. In London, M. & Mone, E.M. (Eds.), HR to the Rescue: Case Studies of HR Solutions to Business Challenges. NY: Gulf Publishing, 89-119.
  15. Diamante, T. & Giglio, L. (1995). Deciphering diversity: Training myths, interpersonal avenues and continuous improvement. Human Resource Journal, (4), 11-19.
  16. Diamante, T. et al. (1995). Make the right training move: Designing diversity programs. Society for Human Resource Management’s HR Magazine, March, 60-65.
  17. Diamante, T. (1993). Unitarian validation of a mathematical problem-solving exercise for sales occupations. In F. J. Landy (Ed.), The Test Validity Yearbook, a special issue of the Journal of Business & Psychology, 14, 383-401.
  18. Diamante, T. & London, M. (2001). External and internal expansiveness: Sources of resilience in high technology enterprises. Presented at the Annual Meeting of the Society for Industrial & Organizational Psychology, San Diego, CA.
  19. Diamante, T., Urban, J., et al. (1997). The assessment of social responsibility to plan organization change strategy: Integrating personal values with business practices. Presented at the American Psychological Association Annual Conference.
  20. Schein, V.E. & Diamante, T. (1988). Organization attraction and the person-environment fit. Psychological Reports, 62, 167-173.
  21. Diamante, T. (2019). The Psychology of Diversity, Equity & Inclusion: Making Companies Suitable for Human Habitation. Moderator at the New York State Psychological Association, Organizational Consulting and Women’s Leadership Division Conference, New York, NY
  22. Diamante, T. (2015). Non-Financial Due Diligence: Protecting Investors from Unwanted Risk. New York Chapter of the Risk Management Society.
  23. Diamante, T. (2011). Why bad things happen to good companies: Culture & Behavioral Risk Management. The Human Resources Association of New York (SHRM affiliate), Fall. New York, NY.
  24. Diamante, T. (2009). Human capital due diligence: Reducing investment risk. Keynote Speaker at the Securities Industry & Financial Markets Association – Audit Division, Fall . Miami, FL.
  25. Diamante, T. (2006). The accidental jurist: Sitting in judgment of corporate America. Presented at the Kansas City Association for Defense Counsel, Kansas City, MO.
  26. Diamante, T. & Ashley, A. (2006). Conquering the business-technology divide: A roadmap for accelerating technology projects in today’s harsh regulatory environment. Presented at the Northeast Business & Economics Association Annual Meeting, New York, NY. Best Paper Award Recipient
  27. Diamante, T. (2005). Oh, the places you’ll go! The value of cross-industry experience. The Industrial Psychologist. Society for Industrial & Organizational Psychology. Fall Issue.
  28. Diamante, T. (2002). Human capital concerns in digital management environments. Invited Presentation for the Young President’s Organization, Chapter Meeting, New York, NY.
  29. Diamante, T. (1992). Designing diversity programs as a cultural intervention strategy. The Annual Convention of the New York State Psychological Association. (Delivered NYSPA-approved continuing education workshops for psychologists).
  30. Schein, V.E. & Diamante, T. (1987). Appealing to job applicants: Organizational and individual interplay in talent acquisition. Presentation at The Annual Conference of The National Academy of Management, Washington, DC.

  1. Diamante, T. & Leavey, N.J. (2020). Leading is Learning: Constant Change, Digital Transformation & Leadership Development. Handbook of Lifelong Learning, The Oxford Library of Psychology. UK: Oxford University Press.
  2. Diamante, T. (Contributing Author 2019). Complex Situations in Executive Coaching: A Critical Case-Based Approach. In Fatiene, P. & Dima, L. (Eds.). NY: Routledge Publishing.
  3. London, M. & Diamante, T. (2018). Learning Interventions for Consultants: Building the Talent that Drives Business. Wash., DC: American Psychological Association.
  4. Diamante, T. (2013). Effective Interviewing and Information-Gathering Techniques: Proven Tactics to Improve Your Questioning Skills. NY: Business Expert Collections Press (Global Distribution BEP is partner with Harvard Business Publishing) A work comprised of joint contributions from clinical, psychiatric, medical, counseling, industrial and related health professions.
  5. Diamante, T. (2011). Leadership development programs that work: Individual transformation by design. In London, M. (Ed.), Handbook of Lifelong Learning, The Oxford Library of Psychology. UK: Oxford University Press
  6. Duncan, E. & Diamante, T. (2011). Executive development in non-profit environments: Tools for the human resources professional. The Non-profit Human Resources Conference. Washington, DC.
  7. London, M., Smither, J., & Diamante, T. (2007). Best practices in leadership assessment. In Conger, J. & Riggio, R.E. (Eds.), The Practice of Leadership: Developing the Next Generation of Leaders. San Francisco, CA: Jossey-Bass.
  8. Diamante, T. et al. (2007). High-stakes assessment practices for global placements: Critical processes & practices for peacekeeping strategy alignment. Society for Industrial & Organizational Psychology, Annual Conference, New York, NY.
  9. London, M., Smither, J., & Diamante, T. (2005). Best practices in leadership assessment: A multi-level approach. A presentation at Kravis de Roulet Leadership at Claremont McKenna College, Feb., San Francisco: CA.
  10. London, M. & Diamante, T. (2004). Assessment of continuing education: A multi-level perspective. Presentation at the Academy of Management, Organizational Behavior Division Conference co-sponsored by Hofstra University on Improving Productivity and the Quality of Work-Life. March 1, 2004.
  11. Natale, S. & Diamante, T. (2005). Five stages of executive coaching: Better process makes better practice. Journal of Business Ethics, 59, 361-374.
  12. Diamante, T. (2004, contributing author). Guidelines for excellence in management. Ivancevich, J. & Lidwell, W. (Eds.) (Burke, W., Columbia University; Ulrich, D., University of Michigan; Latham, G., University of Toronto; Hackman, J. Richard, Harvard University; et al.) NY: TEXERE South-Western Thomson Publishing.
  13. Diamante, T. & Primavera, L. (2004). The professional practice of executive coaching: Principles, practices & decisions. International Journal of Decision Ethics, Fall, 361-374.
  14. Diamante, T. & London, M. (2002). Expansive leadership in the age of digital technology. Journal of Management Development, 21, 404-416.
  15. London, M. & Diamante, T. (2002). Technology focused expansive professionals: Developing continuous learning in the high technology sector. Human Resources Development Review, 4, 500-524.
  16. Giglio, L., & Diamante, T. et al. (1998). Coaching a leader: Leveraging change at the top. Journal of Management Development, 17, 93-105.
  17. Goodstone, M. & Diamante, T. (1998). Organizational use of therapeutic change: Strengthening multi-source feedback systems through interdisciplinary coaching. Consulting Psychology Journal, Summer, 50(3),152-163.
  18. Diamante, T. et al. (1992). A systems approach to managerial endurance. Leadership & Organization Development Journal, 13 (4), 14-19.

  1. Diamante, T. & Anderson, M. (2013). Game over -when the dream job ends: The psychological strain of uninvited obsolescence. A panel of consultants, scholars, c-level executives and professional athletes from Fortune 500, National Football League, and Major League Baseball. A Seminar at Hunter College, City University of New York, New York, NY.
  2. Prottas, D., Diamante, T. et al. (2011). U.S. domestic workforce utilization of employee assistance support services: A ten-year analysis. Journal of Workplace Behavioral Health, 26 (4), 296-312.
  3. Diamante, T. & Hyland, M. (2008). A quantification of the health impact of culture change: Stress, Strain & Quality of Work-Life. International Journal of Decision Ethics, V.1, 117-142.
  4. Diamante, T., Natale, S., & London, M. (2006). Organizational wellness. In Sheinfeld-Gorin, S. & Arnold, J. (Eds.), Health Promotion Practices in Industry. San Francisco, CA: Jossey-Bass.
  5. Ramalanjaona, G. & Diamante, T. (1995). A competency-based evaluation of emergency medicine residents. Academic Emergency Medicine, 2(5), 420.
  6. Diamante, T. (1994). Designing diversity initiatives as a cultural intervention strategy. Leadership & Organization Development Journal, 15 (2), 13-17.
  7. Berry, P. & Diamante, T. (2011). Reducing psychological strain caused by global work-family transitions. Families in Global Transition, Annual Conference. Washington, DC.
  8. Prottas, D., Diamante, T., & Sandys, J. (2010). An analysis of ten years of calls for counseling to an employee assistance program: A data-based review across diverse industries. Association for Psychological Science, 22nd Annual Convention, Boston, MA.
  9. Diamante, T. & Hyland, M. (2004). Workforce reactions to massive cultural shifts: The case of a changed consumer products company. Presentation at the Eastern Academy of Management, March, Providence, RI.
  10. Ramalanjaona, G., Diamante, T., et al. (1995). Deploying technology to enhance the assessment of emergency medicine residents. Educational Exhibit at The Scientific Assembly of The American College of Emergency Physicians, Washington, DC.