Not automatically. Supervising non-professional workers is first-line supervision, which the L-1A rule does not treat as managerial. The role qualifies if you control supervisory, professional or managerial staff, or manage an essential function at a senior level.
Look at who reports to you, not how many
Hypothetical example: a Mission plant's production manager has fourteen direct reports, all machine operators and labourers. Headcount alone does not make the job managerial; the regulation asks whether the person supervises other supervisors, professionals or managers, or manages an essential function, and whether they hold authority over hiring, firing and discretionary decisions. If two of the fourteen are shift leads with their own reports, the chart should show that layer.
If the manager also owns the plant's production-planning function, the petition can present it as function management, with evidence of the decisions and budgets it involves. What defeats the case is a description in which the manager is the most skilled operator on the floor and the supervisory work is incidental. Describe the role as it is, then decide whether it fits.
Hypothetical example: A renewable-energy distributor wants to transfer its regional director, who approves budgets and supplier terms but also handles several major accounts personally. The first review produces a duty allocation and an organizational record showing whether higher-level decisions predominate. Board minutes, approval records, direct-report job descriptions and payroll settle the point better than an inflated title.
The foreign employment must include a continuous qualifying year during the relevant three-year window, and the U.S. role must be managerial or executive in substance. If account work remains most of the job, the company should adjust the staffing plan or reconsider the classification before filing.