• slidebg1
    We are M2.
    Recruiting talent that drives
    innovation, productivity and success.
  • slidebg1
    We Know HR.
    building leadership teams
    that advance corporate goals.
  • slidebg1
    WHERE OPPORTUNITY
    MEETS TALENT.
    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 Jackson and her two granddaughters.

Sarah Reardon has over 15 years’ experience in Recruiting and Human Resources, primarily in the retail and wholesale industries for Shaw’s Supermarkets, Destination XL and Autopart International.  She blends her HR knowledge with a strong understanding of total business operations and project lead experience in the automation of recruitment lifecycles and HR systems. Sarah now enjoys her part-time role as Talent Project Associate, helping to keep the wheels turning behind the scenes at M2 Partners. She spends the rest of her time riding horses, dreaming of an epic craft room, and learning about life from her very imaginative toddler and her second child, born in the summer of 2017.

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:

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 Human Resources Officer

    Boston, MA (Back Bay)

    this link is temporary.

    Our client is a prominent financial services and investment firm with global staff, headquartered in the Back Bay area of Boston.

    This newly created CHRO role will develop and execute effective people strategies and programs across the globe in support of strategic objectives.  This is a wonderful opportunity to have an immediate and sustained positive impact on the firm as it continues to grow into an enduring organization.  Key responsibilities include:

    • Enhancing existing programs and developing new initiatives to align with best practices in talent acquisition and management, HR program development, total rewards, effective HR operations and systems
    • Improve employee engagement and workforce efficiency through cultural and programmatic evolution
    • Provide expert advice and counsel to executive leadership regarding all human-capital related matters; offer effective and insightful contributions to corporate strategy and operational development as a member of the corporate and senior leadership team
    • Manage a small team of seasoned HR professionals

     

    Candidates for this position must have 15+ years of progressively responsible experience in a HR leadership capacity, ideally in financial or professional services. Bachelor’s degree required, with Masters/MBA and/or relevant HRCI, SHRM or World@Work certifications strongly preferred. Must have solid strategic and operational skills, with demonstrated success in the design, development and administration of HR programs. Candidates should be savvy advisors, relationship builders and problem solvers, with the ability to coach, influence and communicate effectively. This is an ideal role for an optimistic yet realistic professional that will be challenged by an opportunity to chart significant growth for the HR department and the organization.

     

     

    This role offers an attractive total compensation package in the 300-400k range.
  • Vice President - Total Rewards

    Boston, MA

    this link is temporary.

    Our client is a leading national provider of health and human services, based in Boston.

    This is an exciting opportunity to act as a key member of the HR Leadership team to manage the development and oversight of an enterprise Total Rewards strategy that aligns employee rewards with business goals.  This role reports to the CHRO and manages a small team.  Key responsibilities include:

    • Ensure the Total Rewards model fosters internal equity and remains competitive within respective employment markets while maintaining fiscal value to drive attraction, engagement and retention of employees.
    • Lead the design, implementation and administration of all compensation related programs including non-exempt, exempt, executive, short and long-term incentive plans and equity programs within respective labor markets
    • Collaborate with the CHRO and the Director of Compensation to oversee equity plan, including the grant and distribution process, reporting and analysis of plans and plan communication
    • Partner with the Director of Total Rewards and outside vendors to design and administer comprehensive health and welfare benefits programs, including voluntary benefit programs and wellness initiatives
    • Effectively manage relationships with brokers and third-party solution providers, negotiating for the best pricing and value for employees

     

    The ideal candidate has a Bachelor’s degree (MBA or Master’s degree preferred) and 10+  years managing enterprise compensation and benefits programs, policies and systems for a public company, ideally with multi-state experience and with a workforce ranging from low wage workers through executives.  We’re seeking people with a deep technical understanding of Total Rewards as well as philosophical and strategic understanding of how rewards drive performance for areas such as base salary, incentive pay, executive and non-executive compensation programs, career progression, health benefits, 401(k) and Equity plans, PTO plans and other fringe benefits.  A balance of leadership skills and willingness to be in a “hands-on” role is desired.  Candidates should possess strong negotiation, communication and organization skills.

    Compensation for this position is targeted in the 200-225k range, with additional bonus and equity
  • Senior Human Resources Business Partner

    Cambridge, MA

    this link is temporary.

    Our client is a successful, publicly-traded life sciences company specializing in development and manufacturing of cancer treatments.

    The Senior HR Business Partner position is an addition to the current HR team, due to the growth and success of the company.  This role will own the HR strategy and integrated talent plan for assigned client areas, build high performing teams and steward company culture and leadership.  The Sr. HRBP will be responsible for all facets of HR, including organizational effectiveness, talent, change leadership, performance management and total rewards.  

    • Act as a trusted advisor to counsel leadership on aligning business plans with talent strategy
    • Partner with HR centers of excellence, supporting creation and implementation of strategic HR processes across the company
    • Champion the company culture and manage employee relations
    • Partner with Talent Acquisition to ensure workforce panning, recruiting and hiring strategies in a rapid growth-high volume hiring environment.  Provide guidance and insight related to promotions and transfers.

     

    The ideal candidate has 10+years of experience as an HR Business Partner, ideally supporting Business Development, Sales, Marketing, and/or Product Development areas within Life Sciences. PHR/SPHR preferred.  Candidates should have a demonstrated track record of proactively engaging leaders at all levels, building talent management strategies and possess experience in most functional areas within HR.  Excellent management, negotiation and organizational skills and the ability to operate and thrive in a rapidly-growing innovative business.  The company is in “build” mode in terms of strategy and infrastructure, so an entrepreneurial spirit, commitment to building trusted relationships and ability to effectively operate at a strategic and tactical level is highly desirable.    

    Compensation for this position is in the 150-170k range.
  • Senior Manager, Total Rewards

    Brighton, MA

    this link is temporary.

    We have been retained by The Home for Little Wanderers, one of New England’s largest child and family services agency, to conduct the search for their new Senior Manager of Total Rewards.  We recently placed the Vice President of Human Resources there, and she’s looking to transform the HR function and create an impactful team. 

    This role is responsible for establishing the strategic objectives for Benefits, Compensation, HRIS and Reward & Recognition programs for the organization.  Key responsibilities include: 

    • Manage the design, negotiation, implementation and administration of all employee benefit programs, including health and welfare, retirement, flexible spending accounts, disability insurance, tuition reimbursement, employee assistance and other benefits and services. 
    • Regularly assess and manage the effectiveness of compensation programs, including pay scales, job levels, base pay, executive compensation, salary structure and merit process and manage the administration
    • Serve as the HRIS expert internally, manage HRIS vendors and provide metrics/HR Dashboard on workforce data as needed

     

     

    The ideal candidate has a minimum of 10 years’ experience in total rewards, particularly Benefits, Compensation and Reward and Recognition programs.  Bachelor’s degree is required.  CEBS certification is a plus.  Prior industry experience in non-profit or healthcare is preferred.  Previous experience with HRIS systems is required.  This role requires strong leadership and consultative skills as well as excellent communication and interpersonal skills.  Candidates that thrive in a diverse, collaborative culture, where employees at every level are dedicated to the mission of the company will thrive in this inspiring organization.    

     

    Compensation for this position is targeted in the 100-120k range.
  • Senior Manager, Employee Engagement

    Brighton, MA

    this link is temporary.

    We have been retained by The Home for Little Wanderers, one of New England’s largest child and family services agency, to conduct the search for their new Senior Manager of Employee Engagement.  We recently placed the Vice President of Human Resources there, and she’s looking to transform the HR function and create an impactful team. 

    This highly visible role provides support and direction in employee relations, performance management, organizational culture, coaching and employee engagement.  Key responsibilities include: 

    • Work across all functional lines and with employees at all levels within the agency to deliver on strategic initiatives related to employee engagement/relations
    • Proactively manage the employee relations within the organization, developing strategies to address systemic issues that contribute to turnover and poor employee performance
    • Develop and implement all employee surveys and focus groups and propose management actions based on outcomes

     

     

    The ideal candidate has a minimum of 10 years’ experience in human resources, particularly employee relations, progressive discipline, coaching and engagement.  Bachelor’s degree is required, SPHR certification preferred.  Prior industry experience in non-profit or healthcare is preferred.  This role requires the ability to synthesize information from multiple sources, conduct effective investigations and ER interviews and maintain a high level of discretion and confidentiality.  Strong leadership and consultative skills as well as excellent communication and interpersonal skills.  Candidates that thrive in a diverse, collaborative culture, where employees at every level are dedicated to the mission of the company will thrive in this inspiring organization.    

     

     

     

    Compensation for this position is targeted in the 100-120k range.
  • Senior Manager, Talent Acquisition

    Brighton, MA

    this link is temporary.

    We have been retained by The Home for Little Wanderers, one of New England’s largest child and family services agency, to conduct the search for their new Senior Manager of Talent Acquisition.  We recently placed the Vice President of Human Resources there, and she’s looking to transform the HR function and create an impactful team. 

    This position directs and supports recruitment, staffing, affirmative action, organizational branding, college/community recruiting and is responsible for defining and executing all related processes, systems and metrics.  Key responsibilities include: 

    • Manage the talent acquisition process from job position through job offer and reference checking
    • Develop and document recruiting process, train all talent acquisition staff, and deliver training to managers on effective interviewing and selection
    • Manage all related systems, applicant tracking, applicant flow, and hiring metrics and continuously evaluate for effectiveness; recommend and implement changes as needed
    • Facilitate talent acquisition outreach programs, college outreach and intern programs

     

     

    The ideal candidate has a minimum of 10 years’ experience in recruiting/talent acquisition, ideally in a non-profit, healthcare or child welfare industry.  Bachelor’s degree is required.  Candidates should be adept with utilizing technology to aid and track recruiting efforts and be adept at organization and documentation.  Strong leadership and consultative skills as well as excellent communication and interpersonal skills are required.  Candidates that thrive in a diverse, collaborative culture, where employees at every level are dedicated to the mission of the company will thrive in this inspiring organization.    

     

     

     

    Compensation for this position is targeted in the 100-120k range.

Contact Us.

Don't hesitate to get in touch with us

Error: Please check your entries!
M2 Partners

Join us on LinkedIn

Join us on Facebook

Follow us on Twitter

info@m2-partners.com

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