A current organisational chart with names, titles, and reporting lines; a written position description for each report; payroll or contracts confirming the positions exist; approval limits; and examples of hiring, review, or dismissal decisions the applicant made. Add the proposed US structure beside the existing one.
Prefer descriptions written now
Old postings and template descriptions rarely match what people do in a team that has grown. Ask each report for a short account of their own week and build from that. Where a position has changed without a new description, note the change and roughly when it happened.
Payroll records matter because they confirm the roles are real rather than planned, which is exactly what a chart on its own cannot show. Ask each report for a short account of their own week and build the position descriptions from those, because old postings and template descriptions rarely match what people do in a team that has grown. Assemble the chart with names, titles, and reporting lines; a written description for each report; payroll or contracts confirming the positions exist; approval limits; and examples of hiring, review, or dismissal decisions the applicant actually made.
Place the proposed United States structure beside the existing one so continuity or change is visible on one page. Payroll matters here because it confirms the roles are real rather than planned, which a chart alone can never show.