No. Assess whether the applicant primarily manages the function rather than personally performing it.
Explain the actual division of work
Identify recurring deliverables and who produces them. A function’s importance does not by itself establish the applicant’s managerial role.
Create an authority map that distinguishes setting goals, directing managers, controlling a function and personally delivering the company’s ordinary service. Create a duty allocation showing the essential function, decisions reserved to the transferee, routine work delegated to employees or providers, and the authority used to direct that work. Function management asks a different question: does the employee manage an essential function of the organization, operate at a senior level within the hierarchy or with respect to that function, and exercise discretion over its day-to-day operations. The petition also needs the beneficiary’s continuous year of full-time employment with the Canadian company within the three years before filing, in a managerial, executive or specialized-knowledge position, and a U.S. position that is primarily managerial or executive. A manager may occasionally understand operations without becoming an individual contributor, but the time spent performing routine production must be stated accurately.