No. Family expectations about succession are not a substitute for documented qualifying employment, a qualifying corporate relationship, and an actually managerial or executive proposed role.
Document the role that exists today, not the one expected later
Identify the applicant's current actual duties and authority, and compare them honestly to the proposed U.S. role. A succession plan can be part of the context, but the petition needs to reflect documented facts as they currently stand. An owner or major stockholder also needs evidence of temporary U.S. services and a subsequent assignment abroad.
The regulation defines managerial capacity around supervising other supervisory, professional or managerial employees, or managing an essential function at a senior level, together with authority to hire and fire and discretion over daily operations. Employment with a parent, branch, subsidiary or affiliate of the petitioning organization can count toward the continuous year, so a payroll move inside a genuinely related group may be continuous qualifying employment. Where the successor comes from a different part of the group, the two threads meet at a single question, whether the employing entity abroad is itself a qualifying related company, and that question should be answered before either thread continues.