It must show a real structure on the American side that leaves the transferee directing rather than performing. Charts for both entities should name actual people, identify who reports to Desmond, and be supported by payroll for the positions shown, so that the managerial description is corroborated by staffing rather than asserted by a box diagram.
A chart is evidence only when payroll agrees with it
Adjudicators read organizational charts against the wage records behind them. A chart showing three supervisors under Desmond, where payroll shows two seasonal guides and a vacancy, invites a request for evidence and often a refusal. Present the American operation as it will be during the requested period: the roles that exist, the roles being recruited with their start dates, and who currently performs the work in between.
Beside it, put the Canadian chart showing the position Desmond leaves and who takes it over, because a transferee whose old job travels with him is rarely primarily managerial in the new one. Support the picture with the corporate documents proving the relationship between the entities, a description of the American role written as functions and decisions rather than as a title, and evidence that the business is trading. Vacancies disclosed and explained are far safer than vacancies drawn as though filled.