Company: RNST
Filing Date: 2025-02-26
Form Type: PRE 14A
Source: 0000715072-25-000057
Chunk: 61

Company: RENASANT CORP
Filing Date: 2025-02-26
Form: PRE 14A
Chunk 61
---
 our compensation peer group for 2024 were:

| Ameris Bancorp                        |     | Home BancShares, Inc. (Conway, AR)      |
| Atlantic Union Bankshares Corporation |     | Independent Bank Group, Inc.            |
| BancFirst Corporation                 |     | Origin Bancorp, Inc.                    |
| Banner Corp.                          |     | Seacoast Banking Corporation of Florida |
| Berkshire Hills Bancorp, Inc.         |     | ServisFirst Bankshares, Inc.            |
| Enterprise Financial Services Corp.   |     | Simmons First National Corporation      |
| FB Financial Corporation              |     | TowneBank                               |
| First Busey Corporation               |     | Trustmark Corporation                   |
| First Financial Bancorp.              |     | United Community Banks, Inc.            |
| First Financial Bankshares, Inc.      |     | Veritex Holdings, Inc.                  |
| Heartland Financial USA, Inc.         |     | Washington Federal, Inc.                |
| Hilltop Holdings Inc.                 |     | WesBanco, Inc.                          |

Benchmarking. Benchmarking refers to the practice of setting total compensation or one or more components of compensation with reference to the compensation practices of other financial institutions. The compensation committee believes that our executives should generally be paid total compensation that is at or near the median of this group when performance is measured at target levels. Accordingly, it evaluates practices across our peer group to determine median compensation levels as well as to understand how total compensation is allocated among different elements of compensation. The committee believes that this practice enables it to set compensation at levels sufficient to act as a retention device while ensuring that compensation levels do not become excessive.

Employment Agreements. We have entered into employment agreements with our NEOs. The agreements are primarily intended to promote retention, impose standard restrictive covenants that protect our proprietary information and business and provide compensation opportunities that are relatively consistent for each of our NEOs. More information about the terms of these employment agreements can be found below in the Compensation Tables section under the heading “Payments and Rights on Termination or Change in Control.”

Tax Considerations. Under Section 162(m) of the Internal Revenue Code of 1986, as amended, we cannot deduct compensation paid to our NEOs that is in excess of $1 million, regardless of the form of the compensation. Because the compensation committee believes that our executive compensation program should be structured to broadly advance our objectives, the Section 162(m) limit (and the potential loss