Building Inspector Jobs in Lansing, MI (NOW HIRING)

Salary : $70,821.50 - $105,919.63 Annually
Location : EDP, 316 N. Capitol Avenue, Lansing, MI
Job Type: Full-Time
Job Number: 00516
Department: ECON DEV & PLN
Opening Date: 06/26/2026
Closing Date: Continuous
Job Advertisement
Under the leadership of the Economic Development & Planning Department, the Chief Building Inspector will act as the supervisor to a team of Building Inspectors assuring provisions of building, grading, zoning and safety laws and approved plans, specifications, and standards are met. This is a great opportunity for those seeking to use their supervision and knowledge of building and zoning codes; as well as, laws pertaining to construction research, investigation, and enforcement.
The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave, professional growth and educational opportunities.
SPECIAL REQUIREMENTS & TRAINING:

• A valid State of Michigan Building Inspector & Plan Reviewer license is required and must be retained for the entire course of employment in this position. FAILURE TO RETAIN REGISTRATION WILL RESULT IN APPROPRIATE ACTION CONSISTENT WITH THE TEAMSTERS COLLECTIVE BARGAINING AGREEMENT.
• Must earn within first year of employment a B1 Residential Building Inspector Certification or B2 Commercial Building Inspector Certification and then, earn a B3 Building Plan Examiner Certification within two (2) years of employment.

IDEAL CANDIDATES WILL POSSESS THE FOLLOWING:

• Associate's Degree or two (2) years of college in Business, Design, Architectural or Skilled Trade, or a related field; AND
• At least seven (7) years of experience in general building construction/plan review, of which three (3) years must be as a licensed Building Inspector.
• Must possess and maintain a valid driver's license.
• International Code Council Certification as a Building Inspector, preferred.

ESSENTIAL POSITION FUNCTIONS INLCUDE BUT ARE NOT LIMITED TO:

• Supervises and evaluates work of subordinate Building Inspectors and provides them with needed work direction and training.
• Enforces the building and sign codes throughout the City.
• Oversees residential building permits and provides for fee collections by determining construction valuation.
• Performs residential and commercial electronic plan review to ensure conformance to codes.
• Develops and maintains informational handouts, forms, and permit applications for the counter.
• Maintains records of all Building Permits and other related documents in the Building Safety Division.
• Prepares and resolves complaints from contractors, owners and the public.
• Coordinates the activities of the Electrical, Mechanical, and Plumbing sections of the Building Safety Division during joint inspections.

FULL JOB DESCRIPTION AVAILABLE UPON REQUEST
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies:
HAND DELIVERED APPLICATIONS AND DOCUMENTATION WILL NOT BE ACCEPTED.
Application Special Instructions
Attach copy of resume, cover letter, and verification of education/Licenses/certifications.
City of Lansing
Teamsters Local 214 Fringe Benefits
Health Insurance: The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:

• Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.
• Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.
• Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician's Health Plan. This plan includes emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.

The Base Plan is as provided above. If the employee chooses to "buy up" to an optional plan (either Option 1 or Option 2) the employee will be responsible for any cost differential between the Base Plan premium and the premium of the selected optional plan chosen. Benefit summaries and rate sheets are available in the Department of Human Resources.
Opt out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1 ,800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1 ,200 maxmum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Vision Plan:Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse
Unmarried child, age
$25,000
14 days to 6 months
$ 500
6 months to 23 years
$ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $3,050 per plan year.
Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, sick or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild. Time must be taken within 30 days of the death of the family member unless prior approval is granted by Department Head or on-site Supervisor.
Holidays:
New Year's Day
Martin Luther King Birthday
Good Friday Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Lonqevity:
Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years of service 2%
10 but less than 15 years of service 4%
15 but less than 20 years of service 6% 20 but less than 25 years of service 8%
25 or more years
Following completion of five (5) years of continuous full-time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.
Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays.
Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and another two (2) personal leave days on July 1 of each year. The sixteen hours in each six-month period may not be combined or carried over. Personal days must be used by December 31, or they shall be forfeited.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending. (Approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.
Compensatory Time:
Employees Subject to Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall be cumulative up to a maximum total of eighty (80) hours.
Employees Exempt from the Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall not be limited in its accrual during the fiscal year, provided that any amount in excess of one hundred twenty (120) hours shall be forfeited if not used by the end of the fiscal year.
Education Reimbursement: The City shall reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $400.00. Proof of attendance and successful completion of the course and proof of cost are required.
Parkinq/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.
Deferred Compensation: Employees shall be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up to a maximum allowable annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
Employees hired after October 29, 1990, Defined Benefit Retirement System: Employees will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing December 8, 2008, the retirement multiplier for full time members that retire after that date will be one and eight tenths' percent (1.80%). Employee contributions for retirement will be six and five-tenth