Company: RNST
Filing Date: 2025-02-26
Form Type: PRE 14A
Source: 0000715072-25-000057
Chunk: 59

Company: RENASANT CORP
Filing Date: 2025-02-26
Form: PRE 14A
Chunk 59
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                      |     |                 |     | 76% of Target |         |  2,519 |               |     | 1,172 |           |     | 1,285 |             |     | 1,037 |       |
|                                                                      |     | Total            |         | 100 | %          |                           |     | 80.0% of Target |     |               |         | 12,993 |               |     | 6,047 |           |     | 6,631 |             |     | 5,347 |       |

Please refer to Appendix A, Non-GAAP Financial Measures , for more information about ROTCE and ROTA as well as a reconciliation of these measures to the most comparable measures under GAAP.

#### Compensation Committee Practices
The compensation committee has adopted a number of practices intended to support alignment with our shareholders, mitigate compensation risk, ensure that the committee receives independent advice and otherwise advance Renasant’s financial and strategic goals. This portion of the CD&A describes the most important of these practices.

Shareholder Alignment. Our compensation opportunities are designed to promote the alignment of the interests of our executives and the creation of long-term value for our shareholders, even after vesting has occurred or the performance cycle has ended. Key features of our variable compensation that support this design are described below.

| Structure of Long-Term Equity Incentive                                                                                                                                                                                                                            
 Stock Ownership Guidelines                                                                                                                                                                                                                                         |     | Our long-term equity incentive has the following features that promote shareholder alignment:                                                                                     
 •Performance cycles are three years, allowing longer-term performance to be fully reflected in our compensation decisions                                                         
 •Payouts are tied to relative performance measures, such that compensation decisions reflect performance relative to our peer group                                               
 •Equity incentive performance measures differ from measures applicable to the annual cash incentive, with the goal that compensation decisions reflect a broader range of results 
 Stock ownership guidelines apply to our NEOs and other executive officers. As of January 1, 2025 the stock ownership of each of our NEOs exceeded the applicable guidelines.      |     |                                             |
|:-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|:----|:----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|:----|:--------------------------------------------|
| NEO                                                                                                                                                                                                                                                                |     | Ownership Guidelines                                                                                                                                                              |     | Renasant Stock                     Owned(1) |
| Mr. Waycaster                                                                                                                                                                                                                                                      |     | 500% of base salary                                                                                                                                                               |     | 901%                                        |
| Mr. Mabry                                                                                                                                                                                                                                                          |