IP Docket Coordinator

Vedder Price's Chicago office is looking for an IP Docket Coordinator. The IP Docket Coordinator will be responsible for all aspects of docketing activities pertaining to Intellectual Property (IP) matters; reports to IP Docket Supervisor.

As the IP Docket Coordinator, your job duties will include but not be limited to:

• Utilize IP-specific software (CPi) to manage projects related to IP docketing
• Adhere to department and firm policies related to docketing matters and procedures
• Generate accurate customized reports for attorneys, paralegals and secretaries as requested
• Follow up with attorneys/paralegals as needed.

Skills & Competencies:

• Analytical, organized, highly motivated, proactive and communicative
• Candidate must also be a problem solver and a team player with the ability to exercise independence and professional judgment in a fast-paced environment
• Ability to work under pressure to meet strict deadlines
• Substantive knowledge of docketing requirements preferred
• Knowledge of US and foreign patent & trademark procedures preferred
• Familiarity with online IP record systems (PAIR; ePCT; TSDR; etc.) preferred

Qualifications & Required Experience:

• Associate’s degree or higher preferred or any combination of training, education and experience that demonstrates the ability to perform the essential functions of the position
• At least 1 years of IP Docket experience in a law firm or corporation preferred

Computer Skills:

To perform this job successfully, an individual must be proficient in the following software:

• Strong working knowledge of Microsoft Office Suite, including Word, Excel and Outlook.
• Experience with CPi Software preferred.

Compensation Range: $50,000/yr. to $70,000/yr.

At Vedder Price, we believe in recognizing and rewarding our employees' contributions. Our comprehensive Total Rewards Package includes:

• Competitive Salary: We offer a competitive base salary commensurate with skills and experience.
• Bonus Program: Discretionary annual bonus program.
• Retirement Planning: Discretionary profit sharing and 401(k) matching to help you plan for your future.
• Health and Wellness: Comprehensive health, dental, and vision plans, along with optional health savings and flexible spending accounts, firm-paid Life and Disability benefits, and wellness programs to support your overall well-being.
• Paid Time Off: Competitive time off package including vacation days, paid holidays, sick time and personal days.
• Professional Development: Opportunities for continuous learning and career growth through firm provided training programs.
• Employee Recognition: Anniversary and Vedder Praise Programs to celebrate your achievements and milestones.
• Work-Life Balance: Hybrid work model and family-friendly policies.
• Additional Perks: Employee discount program, pre-tax commuter benefits, back up child & elder care, Employee Assistance Program (EAP), fitness center discounts and more.

Join Vedder Price and be part of a team that values hard work and dedication!

Equal Employment Opportunity

Vedder Price P.C. is an equal opportunity employer. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability (where applicant is qualified to perform the essential functions of the job with or without reasonable accommodations), medical condition, protected veteran status, gender identity, genetic information, or any other characteristic protected by federal, state, or local law. We participate in E-verify.

Applicants who are interested in applying for a position and require special assistance or an accommodation during the process due to a disability should contact the Vedder Price Recruiting Team at vprecruiting@vedderprice.com.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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. 41 CFR 60-1.35(c)