Document the change and assess its effect on the proposed US duties and business plan. A replacement title on an organization chart is not enough.
Keep the plan and actual history separate
Record who performed the work during the gap, when recruitment began and what support exists now. The first-year new-office assessment depends on actual developments as well as the continuing requirements. Do not assume an original approval guarantees an extension despite a materially different operating role.
For a person initially admitted in specialized-knowledge capacity and later promoted, eligibility for the seven-year total requires at least six months employed in the managerial or executive position, with the change approved in an amended, new or extended petition when it occurs. Compare the employee’s present foreign duties with the proposed U.S. role, recalculate whether one continuous qualifying year abroad falls within the three years before filing, and revise letters, charts, budgets, and the staffing plan to remove unearned authority.