Yes, as much as the employee's knowledge. The position offered must genuinely require the specialized knowledge claimed. A petition describing an engineering and commissioning role, filled by someone who spends the year installing ductwork alongside the crew, describes work the classification does not cover.
Write the American job description before the petition
Ask the subsidiary to describe the position as it would to a recruiter: the projects it covers, the design work involved, the systems to be commissioned, and how the role differs from the installation crew's. Then compare that description with the reason the company actually wants this person. Where the two match, the petition writes itself from real material. Where they do not, the honest conclusion is that the subsidiary needs installers, which is a hiring problem rather than an immigration one. This test also protects the company later, because an extension will be examined against the work that was actually performed, and a specialist who spent a year on general installation has a difficult record to explain.
Hypothetical example: a Tyendinaga maker of acoustic-testing instruments wants to transfer the engineer who calibrates its proprietary signal filters. A first review asks what she knows that a competent new hire could not quickly learn. Training duration, access controls, internal manuals, and examples of troubleshooting are more persuasive than praise. If the knowledge is mostly common engineering practice, the company should not label it specialized merely because the employee is experienced. Describe the knowledge with enough detail to show its value while controlling confidential material through excerpts, declarations, or appropriate protective handling.