Only if the role is primarily managerial, which usually means directing supervisors or professionals or managing an essential function at a senior level. Supervising non-professional hourly staff directly is first-line supervision and does not qualify on its own.
Count the layers below the position
The managerial definition asks whether the person manages the organization or a department, supervises and controls the work of other supervisory, professional or managerial employees or manages an essential function, has authority over hiring and firing or recommends those actions, and exercises discretion over day-to-day operations. A first-line supervisor is excluded unless the employees supervised are professionals. In a distribution business the deciding fact is whether there is a supervisory layer between the transferee and the floor. In the Mount Pearl example the operations manager directs two supervisors who in turn direct crews, which fits. If the U.S. subsidiary's centre is smaller and the supervisory layer does not yet exist, the company should either establish it before filing or describe the role as function management with evidence that the function is essential and that the transferee operates at a senior level within the organization, not simply as the most senior person on site.
Hypothetical example: a specialty-food manufacturer proposes to transfer its quality director to lead a U.S. plant. The first review should list who performs inspections, who directs the inspectors, and which decisions the director can make without approval. Payroll records and the reporting chart settle whether there is a supervisory layer. If the director spends most days testing batches because no team exists, the company should not rely on the managerial title; it must either staff the function or reassess the category.