Human resource leaders are under a lot of pressure. Workplaces today are navigating issues like social unrest, mass layoffs, and a rapidly changing office culture, just to name a few, and bosses often look to HR first to solve whatever problems come up. 

It’s often helpful for CHROs to have a diverse and knowledgeable group of peers who can help them tackle the biggest issues they’re facing, and professional groups are one of the best ways to build these connections. That’s why Fortune compiled a list of the top CHRO networking groups, where members can strategize together about various headwinds they’re experiencing. 

“I don’t think there’s ever been a time in history where groups served a greater purpose,” Dan Kaplan, senior client partner for Korn Ferry’s CHRO practice, told Fortune. “HR is having the most privileged and difficult conversations every day. And the only people to kind of help them through it are peers who are going through the same thing.”

It can be hard for CHROs to decide what groups will suit them best, so before joining an organization, leaders should have an idea of what they want to get out of it.

Some groups, like the Society of Human Resource Management (SHRM) Executive Network are big, with members across more than 1,000 companies spread out over 10 countries. Others, like the Global HR Council are small and highly curated. A rising star might think about joining Gartner for Human Resources, but other networks like Evanta’s CHRO communities are invite-only, and include notable members like Jacqueline Welch, CHRO of the New York Times, and Nikki Humphrey, CPO of Virgin Group.

Check out the full list here.

Emma Burleigh
emma.burleigh@fortune.com
@EmmaBurleigh1

Around the Table

A round-up of the most important HR headlines.

Citigroup will cut at least 20,000 jobs, or about 10% of its workforce, by 2026 after the bank reported its worst quarterly earnings in the last 14 years. Financial Times

Performance reviews will likely shift from a formal annual meeting to a constant stream of feedback, as companies opt for more efficient and transparent workplaces. Wall Street Journal

Dozens of fast food restaurant franchises, including those affiliated with Taco Bell and Dairy Queen, are using AI to track their employees and analyze their work performance. Forbes

Watercooler

Everything you need to know from Fortune.

Baby bonuses. A South Korean construction company is offering workers a $75,000 bonus to have a baby, in an effort to offset the country’s declining birth rate and future diminished workforce. —Orianna Rosa Royle

Mental health days. Gen Z employees are more likely to call out sick than their Gen X coworkers, as a mental health crisis surges among young women in particular. —Ryan Hogg

Leaning out. High-paid employees are working less than they did before the pandemic—a type of “quiet quitting” in which the number of hours worked drops when income rises. —Irina Ivanova

RTO bluff. White-collar RTO mandates aren’t as strict as they claim—many times employers will press for more in-office days, knowing workers will fall short of their expectations. —Ryan Hogg