Have the changed duties assessed before relying on the earlier managerial-role analysis. Explain the reason, duration and actual work allocation.
Keep the role description current
Identify which management duties remain and who provides operational support. A continuing director title does not establish that the actual role has remained the same. Follow the appropriate immigration advice for the changed proposal.
Taking on more hands-on, experimental work can pull the role away from primarily managerial or executive content and toward the kind of specialized, technical involvement that belongs to a different classification with its own separate qualifying standard and its own applicable time ceiling. A shift like that raises a distinct legal question from whether the position has kept its original label, since the managerial or executive classification depends on actual authority and direction rather than on how a role has historically been described. Ask what portion of the applicant's actual time and authority now goes to hands-on technical or research work versus directing others and setting direction for the function, since that balance is what the classification turns on, not the label attached to the position.
If the balance has genuinely moved toward specialized knowledge of the organization's processes, techniques, or products, treat that as its own separate question from the managerial analysis already on file rather than folding it into the existing plan. Getting the classification wrong at this stage can affect both the immediate filing and how much time remains available under the applicable ceiling for whichever category actually applies.