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    We are M2.
    Recruiting talent that drives
    innovation, productivity and success.
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    We Know HR.
    building leadership teams
    that advance corporate goals.
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    the right fit moves companies and people forward.

Who we are.

Exceptional Experience, Hands-On Service, Proven Results.

Janet Mullert and Wende Malster are two of the most successful Executive Search professionals specializing in Human Resources in the New England area. Working together for more than 20 years, they have secured outstanding HR leadership for high-growth Fortune 500 companies as well as start-up ventures in a full spectrum of industries from hi-tech and life sciences to financial services and hospitality.

We don’t just recruit employees, we build highly effective HR teams that enable corporations to attract, retain, and promote top talent—talent that drives innovation, productivity and success.

Whether you need to find your first VP of HR or transform an established department to meet changing needs, M2 Partners can help you secure the right people to create a dynamic corporate culture that motivates and supports employees to achieve. Our placement track record is exceptional: over 90% of our candidates are retained for more than one year and over 70% are promoted within three years.

Janet Mullert is a highly respected Human Resources search professional with more than 25 years' experience in the Greater Boston market. She has managed searches for companies ranging from emerging start-ups to global Fortune 500 companies. An intuitive and astute analyst of corporate strengths and challenges as well as a sensitive and insightful career advisor to candidates, Janet brings her unique talents for “match-making” to all her searches. Prior to launching M2 Partners with Wende, her long-time colleague, she was a Vice President at Gatti & Associates. Janet enjoys being backstage with The Un-Common Theatre and cooking random recipes from old cookbooks.

Wende Malster has over two decades of search experience in Human Resources and Financial Services. A meticulous “detective,” she uncovers the real needs of each client and develops a detailed picture of the skills, leadership style, temperament and other intangibles a candidate must possess to succeed in each position. Wende’s proven discernment and genuine commitment to client satisfaction have resulted in exceptionally high rates of retention and advancement for her clients. Prior to teaming up with Janet, her long-time colleague, she was a Vice President at Gatti & Associates. Wende enjoys getting up way too early in the morning for power yoga and eating any kind of fresh berries. 

Richard Fleming joined M2 Partners in 2017 to lead the build-out of a national HR search practice.  His career includes over 25 years of retained search and 15 years in HR leadership roles at the business unit and corporate levels.  He is described as a thoughtful and thorough search professional, someone who approaches the assessment of people and organizations with wisdom, astute analytical skills, and pragmatic solutions.  He has expertise nationally across a wide spectrum of industries, including healthcare, consumer products, technology, and higher education.  Richard was a Senior Vice President with Gatti & Associates, and he is passionate about the Korean language and culture, a fine bottle of wine, and any type of jazz music.

Joann Almlof is a seasoned Talent Acquisition professional who has developed and implemented successful recruiting strategies for Corvias Group, Fidelity Investments, Hanover Insurance, and Lotus/IBM. While at Fidelity Investments, Joann supported the HR Leadership team, sourcing a steady stream of HR talent as they deepened the bench strength of their team. Her ability to build strong relationships with both business clients and candidates results in an effective partner/counselor, assuring the right candidate for the right role. Joann has her Masters in Human Resources Management from Lesley College. She enjoys anything and everything to do with animals and spends as much time as possible with her horse Micah and her two granddaughters.

Valerie Neville is a veteran recruiter with over fifteen years of experience. She is passionate about placing top talent and has been successful by taking the time to listen to what is truly important to each and every candidate and making sure every candidate experience is exceptional. Valerie began her career in the non-profit and healthcare sectors. She quickly realized that matching people with their dream jobs was a huge passion of hers, and moved into recruiting, first with two smaller staffing firms and then in corporate recruiting with FedEx Services in Memphis and almost five years at EnerNOC, Inc. in Boston. Valerie is an alumnus of Ithaca College and currently resides in the suburbs of Boston with her husband and two daughters.

Kathy Spillane is excited to collaborate with M2 Partners, bringing over 15 years of recruiting experience in Executive Search as well as leading in-house recruiting teams at Fortune 100 companies. Her clients have included startups hiring their first employee, to mid-sized organizations and large multinationals looking for strategic hires. Kathy has worked in Boston and NYC for firms like Prudential, State Street Global Advisors, and John Hancock Financial. With broad expertise across financial services, technology, and of course Human Resources, Kathy enjoys identifying and assessing top talent for competency and cultural fit. Kathy is an alumnus of Villanova University and currently resides in the suburbs of Boston with her husband and two children.

Simply put, we are assessment experts. We conduct an in-depth analysis of your company’s current and projected needs: Where are you going? What do you need to achieve your goals? What is your existing culture? What needs to be strengthened or changed? What kinds of people succeed there? What kinds don’t? We examine the “big picture” of the role of HR within the corporate structure as well as the smaller details that define each position. By the end of this consultative process, we strive to represent your organization as accurately and thoroughly as any insider would do.

And when we identify potential candidates, we perform the same kind of multi-dimensional inventory of skills, past performance, leadership style, preferred work environment and drive to ensure that the criteria match up from both sides. We make certain the candidates we present have a reality-based picture of the responsibilities, challenges and rewards of the position before they interview.

This business is based on relationships—that’s why we love what we do! We build lasting relationships with corporate clients and with rising and top-tier HR talent in many of New England’s premier companies. We know which companies are expanding or shifting focus, and which proven HR staff are ready for their next career move.

People spend more than 50% of their waking hours at work, so chemistry is essential to productivity and fulfillment. The right team can make things happen, the wrong team can stall progress. The fit has to be right to move companies and people forward. Nowhere is this more important than in Human Resources where the mission is to assemble leadership teams and foster an environment throughout the organization that promotes creativity, collaboration and results.

Current Client Organizations:

Head of Human Resources

Vice President, Compensation & Benefits

Director of Learning & Development, US Tower

Vice President of Compensation

Senior Director, Global Total Rewards

Senior Director, Global Recruiting

Vice President, People Operations & Global Compensation

Senior Director, Global Talent Acquisition & Employer Brand

Chief Human Resources Officer

Director of Talent & Organizational Development

Senior Director of Human Resources

Director, Strategic Talent Management & Leadership

Director of Human Resources

Senior Director, Human Resources

Divisional Director, Human Resources

Senior Vice President, Total Rewards

Director, Executive Compensation

Vice President, People Operations

Vice President, Talent Acquisition

Vice President, Compensation & Benefits

Vice President of People Operations

Talent Acquisition Manager

Global Talent Acquisition Leader

Director, Strategic Talent Management

Vice President, People Strategy

Director of Human Resources

Chief Learning Officer

Director, Human Resources Business Operations

Vice President of Global Talent Strategy

Vice President, Human Resources

Director, Talent Acquisition

Vice President, Total Rewards

Vice President of Human Resources

Director of Human Resources

Assistant Director, HR Operations & Talent

We offer two tiers of service: retained search for executive and senior management positions and engagement search for managers, directors and individual contributors.

Retained Search

The retained search option is ideal for top management positions when finding that key executive is of paramount importance. It is also extremely useful for confidential searches. Throughout the process, we promote your company, strengthening your reputation as a highly respected employer of choice for leading HR professionals.

When you choose a retained search, M2 Partners is an extension of your HR team and we:

  • Conduct an extensive inquiry to ascertain the needs, structure and unique culture of your organization.
  • Work with you to define the responsibilities and requirements of the position and the characteristics of your organization that make it unique.
  • Cultivate a very select group of candidates who have recently held or currently hold HR leadership positions with relevant skills and experience.
  • Present a slate of top-tier candidates, oversee the details of scheduling interviews, collect feedback from candidate prospects and internal staff to assess what each is thinking and feeling about the opportunity, and identify the next steps in the process.
  • Provide broad and deep reference information on the finalists to determine ultimate fit for the role.
  • Advise you on developing a highly attractive offer to secure your top choice based on our understanding of what motivates each candidate.
  • Conduct personal follow-up with new hires and management within the first quarter of employment.

Engagement Search

The engagement search option is the preferred method when you want to work closely with one vendor to help you cast a wide net for your position among the active candidate pool. Our expertise in quickly producing a locally based candidate slate and managing the process keeps your staff from getting bogged down and moves the search along quickly.

When you hire M2 Partners on an engagement basis to round out a department or team, we:

  • Conduct a needs assessment with the hiring manager.
  • Search our database for potential candidates.
  • Reach out to a targeted pool of candidates, sources and professional associations.
  • Review all resumes and respond to qualified candidates.
  • Select and interview top candidates.
  • Present up to five exceptional candidates for review.
  • Conduct reference checks on the finalist.

We are seeking ideal candidates for the following positions.
Please click on each position title to learn about responsibilities, experience requirements and how to apply.

  • Chief People Officer

    Southern New Hampshire

    this link is temporary.

    Our client is one of the nation's fastest growing professional services firms in the healthcare resource management sector.  With a recent private equity partnership, the firm is looking to scale and grow from $200M to $500M over the next three to five years, and there is a unique opportunity for a Chief People Officer to help guide and shape human capital strategy, organizational design, employer brand, and infrastructure and programs that will support the projected growth. The company is a fast-paced and dynamic environment and having a People Leader who can harness and shepherd the energy and the ideas into meaningful and sustainable processes will be critical to the future success of the organization.  

    Specific responsibilities include:

    • Lead the development of the Company’s long-term people strategy to scale for future growth, inclusive of completing a comprehensive assessment of existing HR, talent acquisition, and learning team capabilities, and aligning as one “People Strategy” organization
    • Direct the effort to advance and expand talent acquisition efforts through innovative sourcing techniques, employer branding efforts, social media strategy, and proactive outreach
    • Provide thought leadership around compensation design and total rewards planning that will enable consistent and appropriate management of sales employees while continuing to provide high incentive for outstanding performance
    • Develop strategies and programs to improve culture, build leadership capability, engage associates, and promote diversity & inclusion

    Ideal candidates will have demonstrated experience in high growth, service industry environments.  Prior experience leading an innovative and creative talent acquisition function, a comprehensive sales training curriculum, and building leadership capability for future growth will be critical.  We are seeking an individual who is passionate about the development and stewardship of a strong culture, and someone who has "been there done that" relative to organizational design and understanding what future people, leadership, and infrastructure needs will be as an organization scales and grows.  Prior experience working with a private equity investment partner is strongly preferred, as is advance education in Human Resources or Business Administration.

      Generous base salary, incentive bonus opportunity, equity position, and comprehensive benefits. ONLY LOCAL CANDIDATES. Please contact Janet Mullert for further details.
    • Senior Director, Talent & Learning

      Mansfield, MA

      this link is temporary.

      Our client is the country's largest provider of design services, equipment, and supplies to the foodservice industry.  They work closely with their customers (which include national restaurant chains, independent restaurant operators, healthcare facilities, entertainment venues, and many other segments) to provide the products and services that will help them operate more efficiently and realize better bottom line results.  Currently employing 3K people in 64 locations with revenues just shy of $2B, we have a ground-floor opportunity for a Talent and Learning professional to build out capability that will ensure success and sustainability of the organization into the future.

      Reporting to the CHRO, specific responsibilities include:

      • Assess current learning ecosystem to create a comprehensive short and long term vision for employee growth and development
      • Proactively address and engage with key stakeholders to understand and identify talent gaps, development opportunities, and business challenges that may involve learning solutions
      • Shape the company's culture, enable team member engagement, improve individual and organizational performance and manage change through simple and effective talent management solutions to achieve business results
      • Focus on leadership development, specifically high potential identification and cultivation; cross-enterprise career development strategies and programs; and articulation of leadership competencies
      • Spearhead efforts to support the company's succession planning process at senior levels, and focus on influencing programs to develop a flow of talent that dovetails with succession in all key business functions
      • Drive progressive and business-centered learning and leadership development across the organization, including the integration and deployment of enterprise-wide learning strategies and solutions, as well as programs to ensure leaders at all levels are properly trained
      • Direct an efficient and effective performance management process that aligns its company values, core competencies for development and business drivers

      The ideal candidate will have significant experience as a Human Resources leader, with discipline expertise in the Learning and Talent Management specialty areas.  He/She will be an influencer and a collaborator, with strong relationship building skills, demonstrated change management capability, and both strategic and operational acumen.  The ability to understand KPI's, nuances of this industry, and to translate these into meaningful learning initiatives and opportunities for development will be critical to the success of this individual.  Personally, this person must be team-oriented, innovative, entrepreneurial, and not easily flustered.  An ability to laugh at one's self and to overcome obstacles with a sense of humor will go a long way.

      Base salary range target of 180-210K with additional bonus and equity position. ONLY LOCAL CANDIDATES. For additional information, please contact Wende Malster.
    • Senior Director, Total Rewards & HRIS

      Boston, MA

      this link is temporary.
      • We are very pleased to have been retained by WGBH (the public media powerhouse serving New England, the nation, and the world with educational content that informs, inspires and entertains) to conduct a search for a Managing Director of Total Rewards and HR Technology.  Reporting to the Vice President of Human Resources and partnering with other members of the HR team, this role will have overall responsibility for the strategic and operational activities related to WGBH's benefits and compensation programs and for its HR systems and workforce data.

      Specific responsibilities will include:

      • Manage all aspects of WGBH’s compensation strategy including base salaries; merit, promotion and equity increases; and incentive compensation (analysis, design, communication, administration, budget and legal compliance, as well as leading annual merit increase planning and implementation process)
      • Lead a major initiative to design, develop and implement a cost-effective and competitive compensation structure and program including selection and assessment of relevant market-data, creation of job families and salary grades, titling conventions, job analyses, etc.  
      • Overall responsibility for the development, analysis and forecast of a multi-million-dollar benefits budget, working closely with Finance to ensure financial impacts are addressed and accounted for
      • Overall responsibility for managing Workday HCM, including compensation, benefits, performance management, recruiting, learning, and other Workday modules (will oversee ongoing implementations, configurations and updates)
      • Provide leadership to and direct supervision of benefits, compensation, HRIS and operations staff through effective coaching, on-going feedback and performance management

      Ideal candidates will have a minimum of ten years of progressively responsible experience in managing compensation, benefits and HRIS (with a strong preference for Workday).  Strong analytical skills, as well as project planning and management capability, business acumen, customer service focus, and written and oral communications skills will be essential.  A team player who can influence, negotiate, listen, and collaborate effectively is required, and we expect this individual to have a strong process and operational orientation.

          Base salary range target of 150-180K with 5% bonus opportunity. ONLY LOCAL CANDIDATES. Please contact Richard Fleming for further details.
        • People Development Manager

          Wakefield, MA

          this link is temporary.

          We are pleased to have been retained by a healthcare services organization in Wakefield, MA to conduct a search for a People Development Manager. Founded in 2016, our client provides a level of quality care that is the result of a relentless pursuit of excellence in health care and a commitment to supporting and training their employees. They have the industry knowledge, financial support, and business practices that make them a provider and employer of choice.

          Reporting into the VP of HR and Organizational Development, this position is responsible for promoting the healthy organization culture through programs and people interactions. The People Development Manager provides support and coaching in the areas of attracting, developing, retaining, and rewarding talent across the organization to ensure development and engagement of talent to support the organization’s purpose.

          Specific responsibilities will include:

          • Designing, developing, and implementing projects and programs that improve operational efficiencies, engagement, compliance, and the team member experience, while supporting the business objectives and core values.
          • Educating the workforce on the importance of a performance culture and the tools that support it, such as performance evaluations, succession planning, development plans, disciplinary plans, and salary planning.
          • Enhancing leadership and team members’ skills and capabilities, HR program and project management, employee relations management
          • Supporting HR programs, such as performance and talent management, onboarding, training, HR operations management, and employment matters.
          • Developing and implementing a Core Manager 101 development program for entry-level managers and create program/process documents, presentations, communications, training, and rollout materials, identifying and delivering to appropriate audiences.
          • Educate the workforce on the importance of a performance culture and the tools that support it, such as performance evaluations, succession planning, development plans, disciplinary plans, and salary planning.

          Ideal candidates will have a minimum of seven to ten years of Human Resources experience with expertise in employee relations, HR operations, project management, training, HR program management, organization development and change management. A team player who can influence, negotiate, listen, and collaborate effectively is required. This individual will have a strong process and operational orientation. Someone who doesn’t assume things are already in place or working as they should; proactively works to solve problems. High tolerance for ambiguity and capacity to create structure as necessary.

          Generous base salary, bonus opportunity, and comprehensive benefits. ONLY LOCAL CANDIDATES. Please contact Valerie Neville for further details.

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        To contact Janet Mullert,
        email jmullert@m2-partners.com
        or call 617-201-6832

        To contact Wende Malster,
        email wmalster@m2-partners.com
        or call 617-512-8227

        To contact Joann Almlof,
        email jalmlof@m2-partners.com
        or call 401-595-1971

        To contact Richard Fleming,
        email rfleming@m2-partners.com
        or call 774-217-3045

        To contact Valerie Neville,
        email vneville@m2-partners.com
        or call 617-429-3092

        To contact Kathy Spillane,
        email kspillane@m2-partners.com
        or call 917-575-4408