It can, if the facts are demonstrable. Managerial or executive capacity is assessed on function, decisions and control rather than on a title or a shareholding. Managing an essential function can qualify where the showing supports it. What cannot carry a case is an assertion of authority with nothing behind it.
Show the decision, then show the trace
For each significant responsibility, name a real decision the person made and point to something that records it: an approved invoice, a signed offer letter, a supplier agreement, a minute. Three well-evidenced examples do more than a long list of adjectives. Be equally clear about who performs the day-to-day work the person does not, because a role that includes routine tasks reads more credibly when the balance is stated openly.
It also helps to know which of the two managerial routes the facts point toward, since the evidence differs. Personnel management rests on supervising and controlling professional or supervisory staff; function management rests on managing an essential function at a senior level, which can fit a family business where the person owns purchasing, credit or service delivery without a large team beneath them. Choose the route the records actually support rather than the one that sounds more impressive, and confirm separately that the qualifying parent, branch, subsidiary or affiliate relationship exists, since no amount of duty evidence rescues a case where it does not.