RENASANT CORP
For the period ended Apr 28, 2026. Filed Mar 18, 2026.
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Apr 28, 2026 · Filed Mar 18, 2026
Contents
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 | Annual Performance-Based Cash Awards | •Annual cash bonus, with the amount contingent on attainment of absolute performance measures | •Aligns pay and our short-term performance |
| Long-Term Performance-Based Equity Awards | •Shares are issued in a “target” amount at the beginning of a three-year performance cycle and performance measures are designated, with final payouts contingent on relative performance during the cycle | •Aligns pay and our long-term performance•Acts as a retention device•Aligns executives’ financial interests with those of our shareholders | |
| Long-Term Time-Based Equity Awards | •Shares are issued at the beginning of a service-based vesting period, with vesting subject to continuous employment during the period | •Acts as a retention device•Aligns executives’ financial interests with those of shareholders |
Pay for Performance. Our variable compensation is primarily performance-based, with some time-based opportunities that are intended to be strategic and address retention. The relationship of pay and performance is discussed in the Proxy Summary section under the heading “2025 Highlights – Compensation,” and our disclosures about pay versus performance required by SEC rules can be found below in the Other Compensation Related Disclosures section under the heading “Pay Vs. Performance.” The following charts illustrate the components of compensation for 2025 for Mr. Chapman, our chief executive officer, and our other NEOs, excluding Mr. Cole, assuming performance at target levels.
Total Variable Compensation:70.3% Total Variable Compensation:65.2%
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