Sr Product Manager
Mesa Laboratories, Inc. | |
life insurance, vision insurance, sick time, flex time, 401(k) | |
United States, Colorado, Lakewood | |
12100 West 6th Avenue (Show on map) | |
Jan 21, 2025 | |
Description
Are you looking for an opportunity to make a difference? At Mesa Labs we're passionate about protecting the vulnerable by enabling scientific breakthroughs, ensuring product integrity, increasing patient and worker safety, and improving quality of life around the world. At Mesa Labs we offer competitive wages, including potential bonus opportunities, equity awards, commission, and a comprehensive benefits package based on the position. Base Compensation Range: $139,000-$160,000 *In addition, you qualify for:
Outstanding Benefits and Perks: We are proud to offer a variety of benefits that meet the diverse needs of our employees:
Our Calibration Solutions portfolio uses the principles of advanced metrology to enable customers to measure and calibrate critical parameters in applications such as Environmental and Process Monitoring, Dialysis, Gas Flow, Air Quality, and Torque Testing. Job Summary: As a Senior Product Manager for the Continuous Monitoring product line, you will establish, enhance, and differentiate the portfolio within the highly competitive and growing global market. This role will create annual business plans aligned to an overall long term strategic plan to differentiate Mesa Labs Continuous Monitoring offering. This is a high impact role that is strategic to Mesa Labs Calibration Solutions business Duties/Responsibilities:
Education/Experience:
Mesa Labs is an Equal Employment Opportunity Employer. Mesa Labs prohibits unlawful discrimination and harassment against applicants or employees based on age, race, sex, color, religion, creed, national origin or ancestry, disability, military status, sexual orientation, or any other status protected by applicable state or local law. 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)
|