Company: RNST
Filing Date: 2025-02-26
Form Type: PRE 14A
Source: 0000715072-25-000057
Chunk: 43

Company: RENASANT CORP
Filing Date: 2025-02-26
Form: PRE 14A
Chunk 43
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 June 2019. Prior to joining Renasant, Mr. Perry worked in a similar role at Synovus Bank since 2009.                                                                                                                                                                                                                                                                                                                                                                                                           |

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| COMPENSATION DISCUSSION AND ANALYSIS |

#### Introduction
This Compensation Discussion and Analysis section, or CD&A, describes our executive compensation program for 2024, which is administered by our compensation committee. As more fully explained in this section, in 2024 our program consisted of four components: base salary, annual performance-based cash awards, performance-based equity awards and time-based equity awards.

Named Executive Officers. For 2024, Renasant’s named executive officers (referred to interchangeably as our “named executives” or our “NEOs”) whose compensation was determined under our program were:

| Named Executive       |     | Title                                               |
| E. Robinson McGraw    |     | Executive Chairman                                  |
| C. Mitchell Waycaster |     | Chief Executive Officer and Executive Vice Chairman |
| Kevin D. Chapman      |     | President and Chief Operating Officer               |
| James C. Mabry IV     |     | Chief Financial Officer                             |
| Curtis J. Perry       |     | Executive Vice President                            |

#### Objectives of our Compensation Program
The compensation committee has designed our compensation program to achieve three objectives:

| •To align our compensation practices with the delivery of shareholder value |     | •To drive positive operational and performance results using significant performance-based awards |     | •To provide total compensation that is substantial enough to act as a retention device |

Our compensation program provides substantial variable compensation opportunities, with adequate levels of fixed compensation (“variable compensation” refers to opportunities that are directly linked to our performance or the value of Renasant stock). We use variable compensation to maintain shareholder alignment and to drive our financial results; fixed compensation is used to address the predictable and recurring financial needs of our executives. The table below provides more information about the structure of our program.

|                       |     | Form                            |     | Features                                                                                                                                                                                                   |     | Rationale                                                              |
| Fixed Compensation    |     | Base Salary                     |     | •Determined annually                                                                                                                                                                                       
 •Based on individual performance (subject to our broader goals), internal pay equity and peer group practices at or near the median                                                                        |     | •Provides a source of predictable income                               |
| Variable Compensation |     | Performance-Based Cash Awards   |     | •Annual cash bonus, with the amount contingent on attainment of absolute performance measures