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Intellectual Property Manager en Kalamazoo, MI a Stryker Corporation

Fecha de publicación: 6/7/2019

Resumen de la oferta

Descripción del empleo

The IP Manager -- to be based in Kalamazoo, Michigan -- will provide Intellectual Property support for the Instruments division.  The IP Manager will be responsible for managing the full patent lifecycle including:  preliminary patentability assessments, liaise with counsel on drafting patent applications and office action responses, and maintenance/annuity decisions.  The IP Manager will collaborate with the R&D team through all phases of the new product development process.  The IP Manager participates in strategic initiatives including licensing and M&A activities.  The key to success in this position requires excellent communication skills and the ability to organize and prioritize work.

  • Review invention disclosures and lead Invention Evaluation Boards for patenting decisions.
  • Initiate and manage patentability, right to use, and state of the art patent searches.
  • Liaise with inventors and counsel to draft, file, and prosecute patent applications, and perform patent right to use analysis.
  • Perform IP Assessments including IP clearance for new products.
  • Initiate and maintain market surveillance to drive strategic discussions.
  • Manage patent portfolios and strategies with the business unit leadership.

Work From Home: No

Travel Percentage: None

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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