Salary: Depends on Qualifications
Location : 600 Settlers Landing Road, Hampton, VA
Job Type: Full-Time Permanent
Job Number: 07497
Department: NONDEPARTMENTAL
Opening Date: 04/28/2026
Closing Date: 8/7/2026 11:59 PM Eastern
FLSA: Exempt

Function
Virginia Air and Space Science Center Executive Director

The Virginia Air & Space Science Center/NASA Langley Visitor Center seeks an accomplished, visionary, and dynamic leader to serve as its next Executive Director. Reporting to the Board of Directors, the Executive Director will provide strategic leadership and operational oversight for the Center, its staff, and volunteers; lead successful fundraising initiatives; and ensure the continued growth and enhancement of its exhibits, collections, and educational programming.

Located in Hampton, Virginia, a vibrant waterfront community rich in over 400 years of history and innovation, the Virginia Air & Space Science Center stands at the birthplace of America's space program. For more than 25 years, the Center has served as a hub of educational excellence as the official visitor center for NASA Langley Research Center and Langley Air Force Base.

The 110,000-square-foot, nine-story facility sits on 2.2 acres in beautiful Downtown Hampton and features interactive aviation exhibits spanning over a century of flight, more than 30 historic aircraft, a hands-on space gallery, unique space flight artifacts, and a giant screen digital 3D IMAX Theater. The Center is also home to the Apollo 12 Command Module and the Orion PA-1 Test Vehicle.

The mission of the Virginia Air & Space Science Center is to educate, entertain, and inspire explorers of all ages. The organization is supported by a dedicated team of 19 full-time professional staff, approximately 160 volunteers, and a 31-member Board of Directors.

Position Overview

The Executive Director will serve as the chief executive officer of the Center and will be responsible for implementing the strategic direction established by the Board of Directors. This individual must be an effective communicator and relationship builder, capable of advancing the Center's mission through innovation, collaboration, and strong community engagement.

The Executive Director will demonstrate an entrepreneurial mindset, with the ability to develop and implement innovative strategies that enhance programming, expand audience reach, and drive sustainable revenue growth. A strong track record in fundraising is essential, including the ability to identify, cultivate, and secure significant financial support through corporate partnerships, individual giving, and grant opportunities.

This role requires an active and visible presence within the community, strengthening relationships with political, civic, and philanthropic stakeholders, as well as fostering partnerships with local educational institutions to expand access to STEM learning opportunities.

Salary

Commensurate with experience

Desired Qualifications and Experience

• Master's degree in business, education, or a related field
• A minimum of seven years of progressive leadership experience at the mid- to executive level, preferably within a museum, nonprofit, or educational organization
• Demonstrated success in securing significant philanthropic support, including major gifts, corporate partnerships, and grant funding
• Proven experience leading strategic planning efforts, including visioning, development, and execution
• Demonstrated ability to lead, develop, and inspire high-performing staff and volunteer teams
• Experience engaging effectively with public sector entities, including city councils and governmental bodies
• Strong organizational leadership and management expertise, including financial stewardship, budgeting, facilities oversight, and organizational development
• Demonstrated excellence in marketing, public relations, community engagement, and both written and oral communication
• Proven ability to cultivate community ownership and foster meaningful stakeholder engagement
• Experience guiding and sustaining comprehensive, ongoing strategic planning processes
• Demonstrated involvement in endowment campaigns or comparable long-term fundraising initiatives
• Thorough understanding of nonprofit governance, including board relations and best practices
• Demonstrated capacity for strategic and innovative thinking, coupled with sound judgment and adaptable problem-solving skills
• Ability to work effectively both independently and collaboratively in a dynamic, mission-driven environment
• Familiarity with NASA programs and the broader aerospace or STEM ecosystem

for complete job description
PAY
1. Paydays
All full-time, part-time and temporary employees are paid every two weeks on Fridays (26 paydays each year). Full-time and part-time employees who have successfully completed their 90-day introductory period may elect to receive their salary by check or have it automatically deposited into a savings and/or checking account.
2. Pay Increases
Employees will be considered for pay increases, dependent upon budgetary considerations, annually at the beginning of the fiscal year (July 1).
BENEFITS
The Center participates in all government-mandated benefit programs. See the human resources coordinator for information.
1. Insurance
a. The Center offers all full-time employees a benefit package that includes life insurance, health insurance, dental insurance, prescription drug coverage, and long-term disability insurance. Upon employment, the human resources coordinator will provide detailed information and enrollment assistance.
b. For as long as the Center's long-term disability insurance plan has a 60-day elimination (waiting) period, the Center will pay short-term disability benefits equivalent to 70% of an insured employee's basic monthly earnings to a maximum benefit of $5,000 per month during the 60-day elimination period, after the employee's accrued sick leave and annual leave have been exhausted. The 60-day elimination period does not begin until the employee is under a doctor's care. Certification from the physician must be provided. After the employee's accrued sick and annual leave have been used, and while the employee is receiving short-term disability benefits from the Center, no additional sick or annual leave will accrue.
2. Retirement Plan
The Center offers all full and part-time employees an opportunity to participate in a tax-sheltered retirement plan pursuant to section 403(b) of the Internal Revenue Code. Upon employment, information and enrollment assistance will be provided.
3. Reimbursement for Educational Expenses
a. The Center encourages continuing education initiatives on the part of its employees. Supervisors and department heads will make reasonable efforts to accommodate an employee's educational pursuits in scheduling their work time, provided that the Center's operational and business needs are not sacrificed.
b. If funds are available, full-time employees are eligible for reimbursement for books and tuition for any job-related college course contingent upon satisfactory completion of the course with a grade of A or B for a maximum of two classes per college semester. The employee must receive approval from their department head prior to registering for any course. Upon approving any registration, the department head will confirm availability of funds with the executive director. The employee will receive reimbursement after appropriate receipts and an official copy of the passing grade(s) are presented to the finance clerk.
4. Admissions Policy for Employees
Employees are encouraged to experience and be familiar with the Center's permanent and traveling exhibits. Employees may offer free EXHIBIT admission to their family members. Arrangements for family exhibit admissions must be made with the Visitor Services Manager on duty. No tickets or complimentary passes will be issued. All other friends and guests must pay regular admissions fees.
Employees are encouraged to view and be familiar with the Center's IMAX films in order to promote them to colleagues, friends and families. Each employee may bring one complimentary guest per film. Employees must request permission from the Visitor Services Manager on duty before entering the theater to see a film. IMAX tickets and complimentary passes will not be issued to employees. Employees may offer discounted IMAX film admissions to members of their family at the advertised Child Member rate. Arrangements for family IMAX Theater admissions must be made with the Visitor Services Manager on duty. All other friends and guests must pay regular IMAX admissions fees.
5. Reciprocal Privileges
As a member of the Peninsula Museums Forum, the Center offers certain privileges to the employees of other museums. As a general rule, employees of the Center are offered free admission to area museums upon presenting identification as a Center employee. A list of local museums offering reciprocal privileges is located at the Admissions Desk.
6. Staff Discounts
a. All employees receive a 20% discount in the museum store.
b. All volunteers receive a 10% discount in the museum store.
7. Langley Federal Credit Union Membership
All employees are eligible to join Langley Federal Credit Union. Please see the human resources coordinator for enrollment information.
HOLIDAYS
1. Official Holidays
All full-time employees are eligible for the following paid holidays:
New Year's Day January 1
Martin Luther King Day Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in Novembe
Christmas Day December 25
If New Year's Day, Independence Day, Veteran's Day or Christmas Day fall on a weekend, the holiday will be observed on the previous Friday or following Monday, at the discretion of the executive director.
Full-time employees who are required to work on these holidays will be eligible to take off another day. They are encouraged to do so within 30 days. If the time is not used at the end of 90 days, it will be forfeited. Holiday pay for full-time hourly employees will not be figured in the 40 hours per week (Monday through Sunday) basis for computing overtime.
Part-time employees who are required to work on Thanksgiving or Christmas Day will be paid time and a half for holiday hours worked.
2. Museum Closings/Inclement Weather
a. The Center's exhibits will be closed on Thanksgiving and Christmas Day; however, the IMAX Theater and outdoor activities may be open at the discretion of the executive director.
b. In case of a major storm or some other emergency situation, tune in to radio

station WWDE-Radio 101.3 FM or WVEC-TV13. If the Center is going to be closed, or the hours changed, an announcement will be carried on these stations. Employees may also call the Center at 727-0900, extension 755 for a recorded message.
EMPLOYEE LEAVE
1. Annual Leave Allowance
a. A combined vacation, personal business, and religious holiday leave allowance, known as "Annual Leave Allowance," is granted to full-time employees and shall accrue as follows:
Full-time salaried employees (beginning on their date of employment):
Annual Leave Allowance
Years of Service Days Per Payroll Period (every two weeks)
0-5 4 hours (13 days per year)
6-10 5 hours (16.25 days per year)
11-15 6 hours (19.50 days per year)
16-20 7 hours (22.75 days per year)
Over 20 8 hours (26 days per year)
Full-time hourly employees (beginning 90 days from their date of employment):
Annual Leave Allowance
Years of Service Days Per Payroll Period (every two weeks)
0-5 3 hours (9.75 days per year)
6-10 4 hours (13 days per year)
11-15 5 hours (16.25 days per year)
16-20 6 hours (19.50 days per year)
Over 20 7 hours (22.75 days per year)
b. Annual Leave Administration
Employees may only use earned annual leave with prior written approval from their supervisor.
To ensure that employees do not forfeit annual leave which they would otherwise accrue, department heads should establish a tentative annual leave schedule for their activities each year. Insofar as workload and other pertinent factors permit, employees may schedule and use their annual leave according to their personal desires; however, the final decision to approve or disapprove requests for annual leave shall rest with the department head.
c. Maximum Accumulation of Annual Leave
An employee shall not accrue and carry forward from one calendar month into another calendar month more than 160 hours of accumulated annual leave.
In the event of employment termination, an employee will be paid for his or her accrued annual leave up to the maximum allowed. (See Termination Procedures)
2. Sick Leave
a. Sick leave may be used for personal illness or injury, illness or injury of the employee's spouse or child, visits to doctors, dentists, or other medical specialists, or other circumstances of physical incapacity.
b. All full-time salaried employees will accrue sick leave at the rate of four (4) hours per payroll period, beginning on their date of employment. All full-time hourly employees will accrue sick leave at the rate of three (3) hours per payroll period, beginning 90 days from their date of employment. Accrual of sick leave is unlimited. Upon separation, employees are not paid for unused sick leave.
c. In the event of an unplanned absence, the department head or designated supervisor shall be notified as soon as possible. If an employee's absence continues for more than one day, it is the employee's responsibility to keep the department head informed of their status.
d. At the supervisor's discretion, an employee may be requested to provide a doctor's written statement to justify the sick leave taken.
3. Flex Time
Every salaried staff member is expected to work as long as it takes to accomplish his or her job. In those instances where extraordinary effort is required, flex time may be taken with approval from the employee's