Building Services Engineer (Electrical) job at Wolverhampton Full Time NEW

Building Service Engineer (Electrical)

Salary – £42,708 – £47,754 (Grade 7) plus a market forces payment of £7,448 per year until 05/12/2028

Hours – 37 hours per week

Contract type – full time, permanent.

An exciting opportunity has arisen for an experience Building Services Engineer (Electrical) to join and support the Projects and Works team in the delivery of capital projects under the City Assets Directorate within the City of Wolverhampton Council. The role will be to provide electrical engineering service on the delivery of both new build and refurbishment programmed works within the portfolio of the City of Wolverhampton Council.

The post holder will be responsible for:

• Liaising with clients to ensure client satisfaction with the delivery of electrical services installation schemes and associated services whilst promoting and encouraging Sustainable Development principles.
• Providing professional electrical service function relating to new building, maintenance and refurbishment schemes.
• Undertaking a range of duties across all aspects of the electrical building service design process from developing concepts, to the production of detailed design solutions for a wide variety of building types.
• The decarbonisation of the built environment.

Key requirements

• Degree or degree equivalent in Building Services Engineering, electrical engineering (CIBSE or ACE accredited) or equivalent relevant experience by demonstration of ability in engineering services.
• Extensive experience working as an Electrical Building Services Engineer in a multidisciplinary team.
• Proven track record in managing building services projects from feasibility to completion.
• Use current electrical software such as Hevacomp and Amtech.
• Competent in the use of AutoCAD or similar and good awareness of BIM.
• Proven track record in building services design.

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.

Should you wish to discuss this opportunity further, please contact Ola Ona – [email protected]

Interviews will provisionally take place week commencing 29th June 2026.

NJC Pay Award for 2026 / 2027:

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for ‘touch down’ space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We’ve received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers – we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect – Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure – Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more – Learn more here