re: Any tips on Firing someone?

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General performance issues, lack of development and fit

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and it's going to come as a shock to the person for sure

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I know it's too late now but you clearly haven't managed this person correctly.

Short of someone doing a random one time act that is worthy of being fired, it should never come as a shock to a person to be fired for ongoing performance issues. This person should have been coached along the way and at some point known they were on their last chance and couldn't frick up any more.

What happened there?

Best tip...do not do it alone, under no circumstances. Have quantifiable data to show that person's performance is not up to par, reference any past talks(though from your post, it sounds like that may not have hapened)

1 more, if this person works out in a cubicle or just generally visible to others, it's usually best to do it last thing at the end of the day IMO. Depending on the situation, you may need to call a meeting as well with your team not to discuss her specifically, but general terms about the need for performance and blah blah blah.