Payroll and organisational records, approval authorities, and contemporaneous documents showing the transferee directing others. Written job descriptions prepared for the petition are permissible but carry less weight than records created for ordinary business reasons.
Prefer records created for other purposes
Look for material the company already generates: payroll registers showing who reports to whom, purchase approvals above a threshold signed by the transferee, disciplinary or hiring records, minutes recording delegated authority, production schedules the transferee sets, and correspondence with buyers negotiated at that level. Bank mandates and signing authorities show the scope of decision-making. Together these describe a role without anyone having to assert it. A description written specially for the petition is still useful, because a reviewer needs a clear statement of duties, but it should sit on top of the ordinary records rather than stand alone. Where a document was prepared after the events it describes, say so plainly and identify who prepared it and from which sources, rather than presenting it as if it were contemporaneous.
Hypothetical example: A pharmaceutical quality-assurance lead is moving from a parent company to its controlled subsidiary, but the subsidiary uses a different trade name. The first review produces a legal-name map, ownership evidence, and dated records of the foreign employment. Incorporation records, annual filings, share certificates, and organizational minutes can settle the relationship question; pay records and HR letters can settle the employment question. A marketing brochure cannot substitute for either. Put the same legal names and addresses on the petition support letter, organization chart, and payroll exhibits. Inconsistent entity names are a common reason a straightforward corporate connection becomes difficult to assess.