The office environment will not look the same as it did pre-pandemic because, among other things, the people who work there will not be the same.
If all she brings to the table is negativity, all she mentions are problems, and all she does is complain, you can tell her that if she’d like to be reassigned to another project, since she seems to find this one unmanageable (a nice little dig suggesting her skills are lacking) she’s welcome to move to another team. That reframes the idea of her moving to another project as her failing, which she doesn’t want to do.
Ask for regular reviews—maybe quarterly or even at the end of each month. This helps because it means your boss can’t just yell at you whenever she feels like it, giving no truly productive or helpful notes. It forces her to formulate her feedback into words everyone can understand, and that are helpful. If she just has anger issues, that will become apparent when, come time for that review, she has nothing to say—she hasn’t prepared anything. So then what has all that yelling been about all month?
She’s offered to promote you, spread good words about you, and give you hookups whenever she can if you promise to do the same for her. That’s not really an adult or ethical way to do things. We should decide to help someone on a case-by-case basis, and only promote them if they’re the right person for the job.
At what point do you try to save your name from the dirt?