Not on the certification alone. HACCP is an industry standard and knowing it is general skill. She qualifies only if she has special or advanced knowledge of the company's own process—its calibration, grading or procedures—and the U.S. role requires that knowledge.
Certificates describe the industry; the petition must describe the company
The regulation defines specialized knowledge by reference to the petitioning organization: its product, service, research, equipment, techniques, management or other interests, or an advanced level of knowledge of its processes and procedures. A HACCP certificate, a food-safety audit qualification or years in berry processing generally show competence that the U.S. labour market can supply. For the Kent processor, the eligible knowledge is what it built itself: the sorting-camera calibration developed for its fruit and its customers, the grading scheme tied to specific contracts, the reasons those thresholds sit where they do. The petition should say why a U.S. hire with equal certificates could not step into the role without lengthy training, and should be candid if the answer is that they could. Beyond the knowledge test, the year abroad, the subsidiary relationship and both plants continuing to operate are independent requirements.
Hypothetical example: a laboratory-equipment maker wants to transfer an employee who can diagnose a recurring failure through an internal sequence of sensor readings. The first review compares that sequence with public manufacturer training and identifies the employee's repeated use of the company method. The decisive records may be restricted training logs, incident reports and supervisor testimony. Calling the employee indispensable is not enough without showing what knowledge is uncommon within the organization or industry.