Company: MIRM
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001759425-25-000022
Chunk: 36

Company: Mirum Pharmaceuticals, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 36
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 entitled to vote, over 96% were in favor of the proposal. We believe that this strongly positive vote is an affirmation of our approach to executive compensation, and as such we did not make material changes to our executive compensation program for 2024. We will continue to monitor closely the results of future Say on Pay votes.

At that meeting, we also conducted our first advisory vote on the frequency with which we should conduct a Say on Pay vote (commonly referred to as a “Say on Frequency” vote). Of the shares present in person, virtually or represented by proxy and entitled to vote, over 99% were in favor of holding the vote annually, which aligned with the recommendation of our Board. As such, we are conducting a Say on Pay vote at this 2024 Annual Meeting (see Proposal 3), and intend to conduct a Say on Pay vote on an annual basis. We expect our next Say on Frequency vote to occur at our 2030 Annual Meeting.

Objectives, Philosophy and Elements of Executive Compensation

Our compensation program aims to achieve the following main objectives:

• attract, retain and reward highly qualified executives;

• provide incentives that motivate and reward for achievement of our key performance goals that increase stockholder value over the long-term;

#### Mirum Pharmaceuticals2025 Proxy Statement31

#### TABLE OF CONTENTS

#### Executive Compensation
• align our executives’ interests with those of our stockholders; and

• link pay to company performance.

Our executive compensation program generally consists of, and is intended to strike a balance among, the following three principal components: base salary, annual performance-based bonuses and long-term incentive compensation. We also provide some of our executive officers with benefits available to all our employees, including retirement benefits under the Company’s 401(k) plan and participation in employee benefit plans. The following chart summarizes the three main elements of compensation, their objectives and key features.

| Element of Compensation |     | Objectives                                                                                                                                          |     | Key Features                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              |
| Base Salary             
 (fixed cash)            |     | Provides financial stability and security through a fixed amount of cash for performing job responsibilities.                                       |     | Generally reviewed annually and determined based on a number of factors (including individual performance and the overall performance of our Company) and by reference, in part, to market data provided by our independent compensation consultant.                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |
| Performance Bonus       
 (at-risk cash)          |     | Motivates and rewards for attaining key annual corporate performance goals and individual