An organizational chart naming each person supervised, their position and their own subordinates, supported by payroll, job descriptions and the operating decisions the director makes. Evidence that the transferee sets budgets, hires and dismisses staff and controls the site's policies carries more weight than the seniority of the title.
Describe the layer below the transferee
The petition should let a reader see the layer of staff beneath the transferee and what those people are responsible for. Name the tasting-room supervisor, the events supervisor and the kitchen lead, state how many staff each of them directs in season and out of it, and attach the payroll that confirms those people exist. Then describe what the director does that they do not: approving hires, setting the wage structure, signing off on the operating budget, deciding the season's opening hours and product mix.
Where the director does perform some line work, say so honestly and quantify it, since a candid description of a role that is primarily managerial reads better than a polished one that describes an impossible amount of supervision for a small business. Hypothetical example: a regional theatre company's operations director oversees ticketing, front-of-house, and production managers. Her strongest record is a staff matrix showing each manager's authority and payroll support.
Gather organization charts, job descriptions, wage records, corporate ownership documents, and evidence of current business operations together. The first review should compare the chart to actual daily duties. A generic claim of executive responsibility fails where the records show the proposed transferee personally performs most operational tasks without a subordinate managerial layer.