TL;DR
A fractional finance director job description UK should focus on outcomes (cashflow control, reliable reporting, and board-ready insights) rather than a long list of tasks — because you are hiring senior judgement on a part-time basis.
In practice, a Fractional FD is the most senior finance leader in your business for a fixed number of days per month, covering strategic direction and leadership of the finance function, without the cost and commitment of a full-time hire.
Last updated: 14 July 2026. Directors still carry legal duties under the Companies Act 2006, including duties to promote the success of the company and to exercise reasonable care, skill and diligence.
If your business has outgrown basic bookkeeping and month-end accounts, a fractional finance director can be the fastest way to add board-level finance leadership. The challenge is writing a role profile that attracts the right calibre of candidate — without accidentally describing a full-time CFO, a financial controller, and a head of HR all rolled into one.
This guide gives you a fractional finance director job description UK template you can copy into an advert, plus a practical checklist of deliverables, KPIs and interview questions. You can then align it to your situation (turnaround, rapid growth, fundraising, or tighter cashflow control) and start the engagement quickly.
If you want help defining scope and day-rate expectations, see our fractional finance director service — we can typically introduce a suitable director within one week, with no long-term tie-ins.
What does a fractional Finance Director do?
At a simple level, a Finance Director (FD) is the most senior role in the finance function and oversees all aspects of the finance function, providing strategic direction and leadership. That definition matters in a fractional context, because it tells you what not to delegate: your Fractional FD should own the financial narrative for the board, the bank, and investors.
A good UK Fractional FD will also help directors meet their responsibilities. Under the Companies Act 2006, directors’ general duties (sections 171–177) are owed to the company and include duties such as acting within powers, promoting the success of the company, exercising independent judgement, and exercising reasonable care, skill and diligence. Your finance leadership should support decision-making and governance with credible numbers and clear options.
In most SMEs, the Fractional FD works alongside (and upskills) a bookkeeper or finance manager, improving the underlying data and controls, then converting it into decision-grade reporting. The key is to define the scope as a set of outcomes you can verify month-by-month.
Fractional finance director job description UK template (copy/paste)
Use this as a starting point. This section is the core of the fractional finance director job description UK template. Keep requirements clear and behaviour-based (for example, ‘has built a 13-week cashflow and used it in weekly decision-making’), and be explicit about working pattern and decision rights.
Role title
Fractional Finance Director (Part-time / Interim / Contract) — UK
Role purpose
Provide board-level finance leadership on a part-time basis, ensuring cashflow control, reliable reporting, and commercially grounded insight to support growth and risk management.
Time commitment
Typically 2–6 days per month (adjust based on complexity). Hybrid/remote by default, with in-person attendance for board meetings and key stakeholder sessions.
Reporting line
Reports to: Managing Director / CEO. Works closely with: Chair, Operations, Sales, external accountants/auditors, and lenders/investors as required.
Key responsibilities (outcome-led)
- Install a practical cashflow system (including a 13-week rolling forecast) and run a weekly cash review with the MD.
- Deliver a monthly board pack: P&L, balance sheet, cash, KPIs, and a plain-English narrative of drivers and risks.
- Improve management accounts timeliness and accuracy (closing process, reconciliations, and clear ownership).
- Create a simple KPI framework aligned to strategy (gross margin, working capital days, customer profitability, project margins where relevant).
- Strengthen financial controls and governance proportionate to company size (approval limits, delegated authorities, and audit trail).
- Support funding activities: bank reporting, covenant monitoring, investor updates, and (if needed) fundraising materials.
- Coach and develop the in-house finance team so the business becomes less dependent on external firefighting over time.
First 30–60 days deliverables
- Diagnostic review: cash risks, reporting gaps, and immediate control weaknesses.
- 13-week cashflow forecast implemented and used in decision-making.
- Board pack template agreed and first pack delivered.
- Management accounts close plan agreed (who does what, by when).
- A prioritised finance roadmap for the next 90 days.
Key measures of success (KPIs)
- Monthly reporting delivered within an agreed timetable (for example, within 10 working days of month-end).
- Cashflow variance explained weekly; surprises reduced over 8–12 weeks.
- Working capital trend improves (debtors days, creditors days, stock days where relevant).
- Forecast accuracy improves (rolling 3-month view).
- Board decisions documented with supporting analysis (pricing, hiring, capex, contract terms).
Experience and capabilities (person specification)
- Senior finance leadership experience in UK SMEs (ideally including owner-managed and PE-backed environments).
- Hands-on ability: can both design the approach and roll sleeves up to implement it.
- Strong commercial judgement and stakeholder management at board level.
- Track record improving cashflow forecasting, management reporting and controls.
- Professional qualification (ACA/ACCA/CIMA) is common, but prioritise demonstrable outcomes and credibility.
Nice-to-have (situation-dependent)
- Fundraising experience (bank debt, equity, or grant funding).
- ERP/finance systems selection or upgrade experience.
- Sector experience (manufacturing, services, SaaS, construction, etc.) where relevant.
- Experience leading through audit readiness or due diligence.
Key benefits of a fractional FD (and when it’s the right move)
A fractional appointment works well when you need senior judgement but not (yet) a full-time executive. Typical benefits include:
- Faster control of cash — especially when growth has created a working-capital squeeze.
- Board-ready reporting — fewer debates about the numbers and more time on decisions.
- Better pricing and margin management — understanding which customers/products truly make money.
- Confidence with banks and investors — clear narrative, consistent reporting cadence.
- Reduced ‘key person’ risk — documented processes and a finance team that can run the basics.
- Governance that scales — delegated authorities, spend controls and visibility (without bureaucracy).
How to advertise the role (so you attract the right calibre)
Your job description is also a filter. CIPD recommends making requirements clear, specific and behaviour-based — and offering flexible working options explicitly where possible. For fractional roles, that translates into two practical moves:
- Replace vague traits (for example, ‘commercial mindset’) with evidenceable behaviours (for example, ‘has redesigned a board pack to focus on drivers and actions’).
- Be explicit about time commitment, onsite expectations and decision rights (what the Fractional FD can sign off vs what needs board approval).
- State the outcomes expected in the first 30–60 days.
- Include salary/day-rate expectations or at least a range, to reduce misaligned applications.
If you need the role to start quickly, say so. The best fractional candidates often manage a small portfolio and can re-balance diary time if the scope is well-defined and the business moves decisively.
Frequently asked questions
What’s the difference between a fractional FD and a part-time financial controller?
A financial controller typically owns the accuracy of the numbers and the close process; a fractional FD owns the financial narrative and the choices those numbers inform. In practice, a Fractional FD sets direction (cash priorities, KPI framework, funding plan) and uses the controller/bookkeeper to execute the day-to-day.
How many days per month do you need a fractional finance director?
Most SMEs start with 2–6 days per month. A good rule is: use more days early (first 4–8 weeks) to set the operating rhythm, then reduce once reporting and cash routines are stable.
Should the Fractional FD be an appointed statutory director?
Not always. Many engagements are advisory (not a board appointment) at first. If you do appoint the person as a director, remember UK directors have general duties under the Companies Act 2006 and those duties are owed to the company — so ensure the scope, information access and governance are appropriate.
Can a fractional FD help with fundraising or banking relationships?
Yes. A common use case is preparing consistent lender reporting, covenant monitoring and a clear cash story. For equity, the Fractional FD can help tighten data quality, prepare forecasts and ensure the narrative is internally consistent before investor conversations.
What should you include in a Fractional FD interview?
Ask for evidence of outcomes: show a board pack they redesigned (anonymised), explain how they run a weekly cash review, and talk through a time they improved forecast accuracy. You can also use a short paid scoping session to test how they diagnose issues and prioritise work.
Ready to find your fractional Finance Director?
If you want a Fractional FD who can start within one week and quickly install a reliable cash and reporting rhythm, we can help. Leadership Services has 500+ directors, pricing from £1,795/month, a same-working-day response, and no long-term tie-ins — contact us to discuss your situation and we’ll recommend the right profile.
Sources
- Companies Act 2006, Part 10 Chapter 2 (General duties of directors): https://www.legislation.gov.uk/ukpga/2006/46/part/10/chapter/2
- ICAEW career guidance (CFO/Finance Director overview): https://www.icaew.com/membership/support-throughout-your-career/career-paths
- CIPD inclusive recruitment guide (writing clear, behaviour-based role requirements): https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/guides/2023-pdfs/inclusive-recruitment-employers-guide_tcm18-112787.pdf
