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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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    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.

  • Vice President - Total Rewards

    Boston, MA

    this link is temporary.

    Our client is a 30,000 employee leading national provider of health and human services, based in Boston, MA.

    As a key member of the HR Leadership team this person will be tasked with the development and oversight of an enterprise Total Rewards strategy that aligns employee rewards with business goals.  Reporting into the CHRO, key responsibilities include:

    • With a focus on Benefits, 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.
    • Ensure health benefits platform and portal are employee-oriented, effective in managing the volume of participants, and compliant with ACA guidelines
    • Strive to increase overall participation in plans by managing total cost of plan-per-individual
      • Partner with the Director and outside vendors to design and administer comprehensive health and welfare benefits programs, including voluntary benefit programs and wellness initiatives
    • Prepare analysis, meeting materials, and reporting for the Compensation Committee, coordinating with external consultants and legal on all reporting and participating in the preparation of the Compensation Discussion & Analysis (CD&A) proxy reporting
      • 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

     

    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
  • Director, Global Compensation Programs & Governance

    Boston

    this link is temporary.

    Our client is a global data management company, based in Boston.

    This position will lead the design, development, management and governance of the global compensation programs, infrastructure, solutions and processes to facilitate the implementation of a global compensation strategy.  Key responsibilities include:

    • Lead the development of core compensation methodologies, frameworks, and standards related to global pay ranges, compensation survey management, benchmarking and market pricing, job structures and levels and annual merit program.
    • Act as the primary lead for HR Operations team on the design, development and management of the compensation module in Wordkay
    • Lead the design and ongoing management and administration of incentive compensation programs as well as the annual global compensation planning cycle
    • Lead compensation policy development and management, and establish ongoing governance for the creation of new programs and maintenance and/or modification of existing programs

     

    Candidates for this position must have 8-10 years prior compensation experience, with a minimum of 3 years being involved in compensation infrastructure development.Experience working in a multinational, matrixed organization is required, as well as a Bachelor’s degree.Candidates should have a proven track record building and aligning global compensation frameworks and standards with business strategies and designing and implementing new programs.Excellent analytical, communication and leadership/influencing skills are preferred, along with strong technical skills (Excel required, Workday & Access a plus).

     

    Compensation for this position is in the 180-200k range plus bonus and equity.
  • Director, Talent Acquisition

    Bedford, MA

    this link is temporary.

    Our client is leading supplier of manufacturing optimization software that supports a variety of industries. 

    We’re seeking an experienced Director of Talent Acquisition to provide leadership, structure and guidance to the global TA team.  Key responsibilities include:

    • Direct management of the Corporate TA team and indirectly lead the global TA team
    • Own all global TA systems and process, establish process improvements and ensure compliance
    • Partner with business leaders and HR partners to align workforce and demand planning; utilize strategic consulting and influencing skills to assist business leaders in TA and headcount management
    • Manage all partners and selected vendors to ensure TA team can successfully operate and scale to address business needs
    • Budget responsibility for global TA budget – ensure ROI on all investments and fees

     

    The ideal candidate has at least a Bachelor’s degree and a minimum of 7 years experience as a TA Partner, preferably in a technology organization, and must have at least 2 years in a management role.  Successful candidates must have global TA experience, understand operational, system and process excellence, be comfortable working in a highly matrixed environment, and demonstrate a strategic and data drive approach to TA.  This role requires strong technical skills in the areas of applicant tracking systems, sourcing and assessment tools, social media, MS Office and advanced LinkedIn skills.  Experience with a variety of sourcing strategies and techniques as well as understanding of immigration and other TA compliance matters is preferred. 

     

     

    Compensation for this position is in the 140-160k range.
  • Head of Global Benefits

    Boston/Seaport district

    this link is temporary.

    Our client is global, publicly-traded life sciences company specializing in treatment of rare diseases. 

    The Head of Global Benefits will lead the design, development and delivery of a comprehensive benefits strategy in support of the attraction, retention and engagement of all employees globally.  This role is accountable for the overall financial and strategic aspects of the organizations benefit programs.  Key responsibilities include:

    • Direct all activity related to the delivery of benefit programs, including developing, implementing and administering health & welfare, retirement, life, disability, time off and work/life programs.
    • Set the overall direction for Benefits team and provide input in to the Total Rewards strategy as a member of the Total Rewards leadership team
    • Ensure effectiveness of current programs, recommend proposed designs that align with the business strategy and work closely with Finance and other areas to determine cost and impact of program changes
    • Research and advise on best-in-class benefits practices and offerings in the international market
    • Oversee global benefits budget and manage consultants, brokers, third party administrators and other providers – negotiate annual contracts and renewals activities
    • Provide ongoing leadership, coaching, mentoring and development of direct reports

     

    The ideal candidate has a Bachelor’s degree in a related field and 5-7 years’ experience managing a global benefits program, ideally for a high-growth environment in the pharmaceutical or tech industry.  Must have prior management experience, as well as demonstrated experience assessing benefit programs and recommending and implementing changes as needed.  Strong communication and presentation skills and financial acumen are desired. 

     

     

    Compensation for this position is in the 200-250k range, plus bonus and generous equity.
  • Vice President of Human Resources

    Newton, MA

    this link is temporary.

    Our client is national elderly services provider headquartered in Massachusetts. 

    We’re seeking an experienced Vice President of Human Resources to partner with the executive team to define and execute on the company’s HR strategy and plans.  This role will provide direction and oversight to ensure excellence in the delivery of HR programs and services including organization design and development, workforce planning, talent acquisition, performance management, career development, employee relations, compensation and benefits and any other programs that attract, develop and retain talent.   Key responsibilities include:

    • Directly responsible for developing and leading an HR function that upholds the company’s standard of excellence in the delivery of service to its employees, customer and shareholders
    • Organize and direct all HR functions including Talent Acquisition and Recruitment, Compensation and Benefits, Learning and Development, Employee Relations and HR Operations
    • Ensure that all programs are cost-effective and align to support the attraction, development, and retention of top talent: including, succession and talent management, compensation, benefits, career development and advancement, diversity, reward and recognition programs
    • Align resources and build processes to ensure HR programs are deployed in an organized way with measurable results
    • Strengthen performance management and organizational design practices across the company; consult with executives on how to manage change and business transitions; implement related online tools
    • Manage a team of corporate and field HR staff as well as the HR budget to ensure resources and operations deliver value and support the company’s business objectives and culture

     

    The ideal candidate has 10 years’ experience in HR management, with at least 5 years in a Healthcare setting.  Candidates must have a Bachelor’s degree and multi-site and multi-state experience; Master’s degree is preferred.  Strong experience and practical application in all key HR functions and proven success in leading change or business transformation is desirable.  Candidates should possess strategic vision, have strong operational and relationship management and a consultative, influential approach to working with executives, along with the ability to support and connect with employees at all levels. 

     

     

    Compensation for this position is in the 200-250k range, plus bonus.
  • Vice President of Compensation & Benefits

    Providence, RI

    this link is temporary.

    Our client is large non-profit healthcare system with over 14,000 employees and $2B in revenue. 

    We’re seeking an innovative VP of Compensation and Benefits to be responsible for leading the strategic planning of initiatives related to all compensation & benefits programs.  This is a highly visible leadership role that serves as an advisor and consultant to senior leadership across the healthcare system, and designs and implements programs that support the retention and market-competitive position of the organization.  Operating in a center of excellence model, key responsibilities include:

    • Lead, set and enhance the Compensation & Benefits philosophy, ensuring alignment with values, vision and business goals
    • Partner with the CEO, counsel and external executive compensation consultant on design, analysis and implementation of executive compensation programs
    • Manage the Compensation Committee agendas; oversee the preparation of materials for the ECC and participate directly with the Compensation Committee
    • Provide guidance on compensation, creative pay practices and benefits plans for physicians and all levels of employees to ensure a strong position in a competitive labor market
    • Manage vendors and 3rd party administrators with a focus on customer-focused, high quality services to management and employees

     

    The ideal candidate has 10 years’ of compensation and benefits experience, ideally in Healthcare of Life Sciences, with at least 5 years in a management capacity.  Bachelor’s degree required; advanced degree preferred.  Successful candidates will have expertise in all aspects of compensation and benefits, including executive compensation and complex compensation and benefit design.  Board experience and executive presence is required, as well as strong business acumen, superior communication skills and strong negotiation and problem-solving/critical thinking skills.  Demonstrated experience building and leading high performing teams and managing consultant and vendor relationships is required. 

    Competitive and commensurate with experience. The package will consist of an attractive base salary, an annual incentive opportunity and wealth accumulation options.

Contact Us.

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M2 Partners

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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