An IT services team at IT Park in Chandigarh is hiring an Associate SharePoint Developer for a part-time, on-site role. The hours are built to work around another commitment, not fill a full workweek.
The team maintains SharePoint sites and workflows for a handful of internal business clients, so most of the work involves working with existing sites rather than building new ones from a blank slate. On the education side, the employer wants a four-year degree behind a candidate, generally in computer science, IT, or a nearby technical discipline, and the team also wants someone already comfortable with the specific languages and frameworks the role runs on day-to-day. Around 21 months of prior development experience is what the employer's looking for, ideally with some of that time spent specifically on SharePoint or .NET projects. Someone coming from a general .NET background without direct SharePoint exposure can still be considered, provided they pick up the platform-specific pieces quickly during onboarding. The clients themselves span several industries, from a local logistics firm to a regional healthcare provider, so the day-to-day content of the work varies more than the tech stack does.
What You'll Be Doing
- Implement new features on existing SharePoint sites based on requirements coming from business stakeholders
- Debug and resolve technical issues reported by site users, from broken workflows to permission errors
- Document changes and fixes so other team members can pick up the work later without guesswork
- Participate in code reviews for both your own changes and teammates' pull requests
- Build and customize workflows using PowerShell scripts and SharePoint's built-in automation tools
A good chunk of the debugging work traces back to permissions rather than code. Someone requests access to a document library, gets denied for reasons nobody documented six months ago, and untangling that inheritance chain eats more time than most people expect going in. Feature requests tend to arrive in small batches, often a handful of tweaks to a client's intranet page or a new approval step added to an existing workflow, and turning those around quickly matters more here than shipping something large and complex. Code reviews for this kind of work focus less on architecture debates and more on whether a change will hold up once real users start clicking through it under normal working conditions.
Skills and Background
SharePoint experience is the anchor skill for this position.
- SharePoint site administration and customization
- C# for building custom components and features
- .NET Framework knowledge for backend development work
- PowerShell scripting for automation and site management
- Workflow customization within SharePoint's native tools
Exposure to the SharePoint Framework (SPFx) would help a candidate stand out, and so would any hands-on time with Power Automate, since a few of the newer workflow requests are leaning that way. Neither is required on day one. What matters more is whether a candidate can open an unfamiliar workflow definition, work out what it's supposed to do, and fix it without breaking three other things downstream.
Basic familiarity with SQL Server also comes up occasionally, since a handful of the client sites pull data from an internal database rather than storing everything natively in SharePoint lists. It's not a hard requirement, but it shortens the ramp-up time for anyone assigned to those particular sites. New hires typically spend their first two weeks shadowing a full-time developer on live tickets, giving them enough time to become familiar with each client's specific setup before working independently.
Schedule and Pay
This part-time role pays up to ₹34,000 per month, with the schedule built around flexible in-office hours rather than a fixed nine-to-five.
- Pro-rated paid leave based on hours worked
- Flexible in-office scheduling
- Performance-based incentives tied to project delivery
- Relocation assistance for candidates moving to Chandigarh
- Accommodation support during the initial move
Someone juggling a course, a second project, or a family obligation tends to be a natural fit for the flexible scheduling here, since the office doesn't lock people into set shift hours as long as the work gets done on time. The performance-based incentive is tied to how consistently a developer clears their assigned tickets each month, not to hours logged.
Because the position is on-site, remote candidates outside Chandigarh should plan for relocation before applying. The accommodation support covers a short window after moving, which is usually enough time to find longer-term housing near IT Park.
Working With the Team
The development group here is lean, and a part-time associate ends up working alongside two or three full-time developers instead of a large, layered team. Code reviews happen informally, often over a quick screen share rather than a lengthy written process, and feedback tends to come fast since there aren't many people in the review chain.
Naukri Mitra has listed a few roles for this employer before, and the SharePoint pod has stayed roughly the same size across those hires, which keeps onboarding fairly personal since a new associate meets the whole team within the first week. Candidates who show genuine interest in developing their SharePoint and .NET skills often get pulled into larger workflow projects within their first few months, even in a part-time capacity. It's not unusual for a strong part-time hire to be offered a full-time seat down the line if both sides want to continue.
Getting Started
Apply with an updated resume that reflects specific SharePoint or .NET project work, not just a general list of technologies you've worked with. Mentioning specific workflows built, sites migrated, or bugs resolved gives the hiring team concrete questions to ask during the conversation.
Interviews run in two stages: a technical conversation covering SharePoint and PowerShell fundamentals, followed by a short in-person meeting at the IT Park office to discuss scheduling and fit. The scheduling conversation matters as much as the technical one, since the flexible hours only work well if a candidate's other commitments and the team's ticket load actually line up week to week. Most candidates get a decision within ten days of the final interview.
