Only if the managerial duties predominate and the people supervised include supervisors or professionals. A manager who mostly performs the trade or directly supervises technicians is unlikely to qualify.
Count the layers below the role and the hours above the tools
Hypothetical example: the U.S. subsidiary has three crew foremen, an office manager and an estimator reporting to the proposed general manager, and each foreman supervises four technicians. That structure supports a managerial role because the people reporting to the manager are themselves supervisors. Now suppose instead that all technicians report directly to the manager and he spends half his week on service calls. That is closer to a first-line supervisor of non-professional staff and the petition would struggle. The fix is not a new title; it is either a different role or an honest account of a structure that already exists. Ask the parent for the subsidiary's actual payroll and reporting lines, and describe the role in terms of decisions made: hiring, pricing authority, budget responsibility, disciplinary authority. Managing an essential function without subordinates is also possible, but it must be shown that the function is essential and that the manager operates at a senior level.
Hypothetical example: a recycled-glass insulation maker wants its Canadian director to run a U.S. warehouse after adding two supervisors and a sales lead. Before filing, the company must decide whether those roles already exist or are merely planned. An opening file audit should assemble a current organization chart, payroll evidence, and a duty allocation showing that the director will set budgets and staffing decisions rather than load trucks. The document that settles the point is not the title on a business card but the reporting structure supported by records. A petition weakens when promised layers are treated as present layers, or when the proposed manager remains the ordinary supervisor of front-line workers.