I think in this instance there are two topics that could be addressed.
1) She often offers a contradictory and correct position on various topics.
This says she is potentially a great asset to the team, that she is:
I would take no actions to stifle this. If other team mates are offended only by the above, I'd work with them to understand the value she is offering and hopefully help them grow slightly thicker skin.
2) Her soft skills / delivery might need a little work.
Really, this is for everyone's benefit. Her coworkers will be more comfortable, she might receive better feedback during conversations, but most importantly she will be able to give the exact same information without other members of the group instantly cringing, recoiling, and becoming defensive.
How I would handle something like this with a peer (it helps to have good rapport, but can also work to build rapport) is wait for a good example of this happening.
Afterwards, ask her if she is aware of how the team members perceive her actions and that they are offended by her delivery of information and counterpoints.
And then follow up with advice on how she can say effectively the same thing but with it seeming less confrontational.
"Like in that last meeting, where John was talking about how he wanted to sail to the end of Earth just to see it once. Instead of saying 'You can't do that, the earth is round' you could have said something more like 'That sounds like a fantastic time, but have you considered the modern scientific consensus on the shape of the planet?'"
Finally, I'll admit I personally wish being direct worked as well as it should. Often times though we have to help foster a conversation rather than just give opposing information, regardless of our own degree of competency vs someone else's. It isn't that she is doing anything wrong, just that she could be more effective.