As in any organization with more than 26,000 employees, the Human Resources Department is a fundamental part of the Tax Agency's operation and structure, since all its functions can be condensed into one: Provide each unit of the organization with the necessary personnel, in quantity and quality, so that they can perform the functions assigned to them; as well as having that staff committed, motivated and prepared to carry out their work with the greatest efficiency at all times.

In order to fulfil this objective, it is essential to carry out the tasks of management, control and coordination that it exercises over the rest of the Departments, Services and Delegations as a guarantor of the job structure that is reflected in the Job Description, and its mobility through modifications to said structure and the replacement of staff through the Public Employment Offer.

Its cross-cutting nature provides the necessary global vision of the entire organization and enables it to be responsible for the balance in the mobility that arises between areas and territories, weighing the needs of each in the resolution of the corresponding processes.

In terms of knowledge management, as head of the Training Committee and the Virtual Classroom, he/she is responsible for identifying the training needs of staff and coordinating the rest of the Tax Agency to provide the necessary content for this training work.

All of this is done in continuous communication and negotiation with the different trade union organisations, as legitimate representatives of the workers, who, through this constant flow of information, inform the organisation of any potential problems and/or conflicts that may arise from any decisions taken in all areas of the organisation.

Within these negotiation processes, the role of the person responsible for incentive policies, the selection of new staff and the development of social action tasks, which will benefit all the staff of the Tax Agency, is also included, as well as the occupational risk prevention policies that have proven to be so important in the difficult times of the pandemic.

To improve the effectiveness of all these Human Resources policies, there are tools and means for detecting risks and resolving conflicts and resources that may arise from their decisions, all of which are aimed at maximizing the efficiency of the available staff at all times.

Finally, it should be noted that the Tax Agency's Strategic Plan 2020-2023 includes, in the area of Human Resources, a process of staff recovery to bring it closer to the level that has been usual throughout its history, in which it has almost always had more than 27,000 employees, reaching maximums of around 28,000. The Tax Agency also has strategic priorities for improving the recruitment process for its staff, improving the professional development conditions for public employees and adapting the workforce to the needs of the Tax Agency.

For all these reasons, as in any large organisation, the Human Resources area is crucial, becoming essential for achieving the objectives within the framework of a leading public service at national and international level, facing the challenges presented by new social scenarios, undertaking decisive work in the development of the teleworking model, the administrative career or the selection processes, which allow the Tax Agency to remain a modern and reference body in the Spanish public administration, always at the service of all citizens.

Madrid, May 2022